#recruiting

I've served on the interview panels over last couple of yrs ... and during that entire period, we have not interviewed a single non-Indian candidate. The latest round of interviews followed exactly the same pattern.... How is it possible that not a single candidate from another demo group has made it to our interview panel??? I am in Consumer Tech...

We received a great deal of interest in the position and the hiring process has been very competitive. While we were impressed with your application, we are moving forward with other applicants that better match our needs for this role.

This place is a joke. I can run circles around these people.

We received a great deal of interest in the position and the hiring process has been very competitive. While we were impressed with your application, we are moving forward with other applicants that better match our needs for this role.

Our ideal fit would be somebody under 40 years old that can take low pay.

I was interviewing for a role that got paused/cut due to company restructuring. Does anyone know if they will begin to open up old job reqs anytime soon?

I know several in house and external applicants that have applications stuck in progress. Anyone know if we have a hiring freeze? It’s weird to apply for jobs early October late September and not hear ANYTHING for months. Lol

Wondering if 3M screens/rejects specifically for THC for potential hires at 3M Center since legalization. Asking for a friend.

Looking for direct knowledge not speculation, either from being rejected or knowing they don't check/care.

I'm a Sr Recruiter - We clearly state in every job posting tht we don't offer visa sponsorship, now or in the future. I don't care about ethnicity or origin... If someone is qualified and indicates they don't need sponsorship, I'll interview them. But in the past month alone, I've interviewed many candidates who falsely claimed they didn't need sponsorship. Some continue denying it during interviews until pressed, then admit they'll need sponsorship when their current status expires. For a small recruiting team, this wastes significant time. The mgmt has now decided to blacklist candidates caught misrepresenting their visa status and has even hinted at avoiding certain applicant groups.

Imperial guy here, lurker on this page - I see y'all are also miserable lol, but I think Imperial takes the crown by a long shot.

Anyways, I've been applying to Enbridge, without a reference since I don't know anyone, and so far I have been rejected on all 6 applications I did.

Is the only way in to know someone?

Here's something I genuinely don't understnd. We had two openings for testing and QA roles that required basic test automation skills. Nothing particularly complex. Anyone with a reasonable technical background could probably learn what we needed within a month, possibly faster with today's AI tools.

I'd imagine there are 100s, if not 1000s, of unemployed American workers with these skills who would have been interested. The compensation was excellent, and the work itself was fairly interesting.

Instead, we hired two H1B workers whose technical abilities have been questionable so far. Both also struggle with communication and interpersonal skills, which matters because the positions involve some customer interaction.

What I don't understand is why we didn't properly advertise these positions and give qualified domestic candidates a fair opportunity. Was there a genuine shortage of available talent, or was there some other incentive to hire through the H1B program?

I'm genuinely curious how these hiring decisions get made because, from where I'm sitting, none of this makes sense.

Why the sudden push to hire Talent Consultants (Recruiters) in Minneapolis, Charlotte, Dallas and Tempe?

I'm interested in your thoughts about the Centene hiring process. Would it be frowned upon to email to ask the talent recruiter about feedback after the screening? I applied for the Utilization Review Clinician - Behavioral Health position. The following day, I was notified that I was under consideration and was invited to do the initial "screening interview" with the talent recruiter. I completed that yesterday - it couldn't have went any better. 🤷‍♀️ We had an amazing rapport & she was raving about how much behavioral health, medical detox, acute care/ER, and remote nursing experience I had. I've been a nurse for 12 years with my compact license and CCM credential. I have experience in the psych ER, working remotely as a RN BH care coach, and last 6 years remotely as a RN case manager with another insurance company for our most at risk Medicare/Medicaid members ( who have a lot of BH/financial barriers.) I just got an email saying that they are not moving forward with me due to "moving forward with other candidates whose qualifications better complement the needs of the business." The ONLY thing is that I haven't been a official UM RN yet, but I felt like I did a great job in promoting how I have transferable skills from all of my nursing background and reviewing charts as a case manager to have the critical thinking expertise needed to differentiate if patients meet medical criteria. 🤷‍♀️ did I dodge a bullet?

Here is what I know and what I am hearing.

Recruiting is drop dead last this year for this company. They just had to pay another 30 million in fines for the Chucky Roberts disaster in Sept.

Advisors are leaving, and there will be much more to follow.

Layoffs are being planned.

Hearing New accounts, Help Desk, Stock Records, and Advisory will be targeted.

Has anyone received a clear explanation for why certain branches have active job postings despite the staffing model showing we are fully staffed or overstaffed? Our branch currently has two open requisitions (UB and Sr RB). When asking Area Leadership, the response was simply, "We don't know, it has something to do with your branch being a training hub."

RaceTrac management might want to look at how some of these jobs are designed.

A bunch read like three jobs mashed together, with experience and pay that don’t match what you’re asking one person to own. You can look for unicorns. You just can’t pay for horses.

Then there’s the candidate experience. Your careers site talks about “transparency, respect, and connection.” I interviewed. Then got ghosted. Not even a rejection.

Result? I used to be a customer. Now I’d rather coast past RaceTrac on fumes and push my car to QT.

You didn’t just lose a candidate. You created a former customer. He-l of a recruiting strategy.

Biopharmaceutical companies experienced a continued decrease in layoffs during the third quarter of 2026. This trend suggests the sector is recovering from the significant job cuts seen in the previous year. While one large company disclosed substantial layoffs, the overall number of announcements remained low. Recruiters are observing positive signs indicating an upward trajectory for the industry. Demand for talent is persisting, with new roles emerging, particularly those incorporating AI skills.

New Jersey

https://www.fiercebiotech.com/biotech/biopharma-recruiters-seeing-signs-recovery-layoffs-stay-cool-q326

I noticed on LinkedIn that Cadence appears to be aggressively recruiting senior R&D talent in the U.S., particularly in San Jose, where there are more than 100 job openings. After skipping RSUs in 2024 and the significant reductions in bonuses and RSUs in 2025, I believe many senior R&D engineers with more than 10 years of experience could be attracted by opportunities at Cadence.

It will be interesting to see how Sassine handles this situation. After three rounds of layoffs, the departure of even one key person could potentially create significant problems.

When there is a new job posting, If yes, how did they contacted you
through linked or any other form

Hi folks,

After almost 19 years at Cengage, I'm now happily working with a smaller publisher. I need to fill some open roles in Sales & Marketing at the individual contributor and leadership levels. Any suggestions on where to find the best Sales & Marketing talent that might fit well with a smaller org? What job sites do you tend to use?

The "post and pray" approach on LinkedIn and similar doesn't seem to be great--I'm getting a lot of "easy apply" resumes that aren't super relevant. Meanwhile, I see on sites like this one that layoffs at Cengage (and competitors) continue, so I'm looking for any suggestions on where/how to more actively find Sales & Marketing talent. I've already hit up my own network directly; looking for any advice on additional avenues to pursue...

Thanks in advance for any advice!

A former Grubhub employee created a talent network after being laid off. This network lists hundreds of former employees seeking new employment opportunities. The tracker helps recruiters find candidates with specific skills and backgrounds. Many individuals have successfully found new jobs through this initiative. The program highlights the importance of community support during workforce transitions.

Chicago, Illinois

https://www.businessinsider.com/irvin-thevaranjan-supports-grubhub-layoffs-recovery-efforts-2026-9

Seriously I get a phone call from them trying to recruit me. I'm not coming to your company. Put me on your do not call list

So it seems Schwab has an issue with new hires and CS&S where other firms are coming in and offering $10-$20,000 signing bonus and scooping these individuals up right after they finish their training, and it’s causing a massive exodus.

Hi everyone. Chevron India is paying better and treats us much better. Apply today. They are looking to hire more of us from BTC.

https://careers.chevron.com/india

https://careers.chevron.com/location/bengaluru-jobs/35016/1269750-1267701-1277333/4

Talked to a recruiter and the pause is lifted from last month and they are recruiting again. PayPal back on track to hit 27,000. D-mb company

I am glad they did not ask me to participate in recruiting on school campuses this year.
I could not ethically tell students that a career at EM is a good choice.
I believe that nearly zero USA recruits starting now will survive the annual PIP layoffs long enough to retire.

Even very good employees can get PIP’d by a bad Supervisor, or by transferring into a tight group, or transferring out of a group that needs a mandatory PIP sacrifice, or just ending up with a boss that is intimidated because the employee knows more than him.

How can EM recruiters lie to students to convince them that EM is a career company?

I recently heard that a former CIO visited our security facilities with his new company. Isn't this something of a privacy concern? I would have expected our security teams to be less than enthusiastic about a former CIO wandering the premises to recruit staff.

Does anyone have more detail on what occurred, or perhaps why it was allowed?

Does Citi send offers on a certain day of the week or is it anytime?

It appears as though HR and recruiting is mostly doing their best to protect their function. Make it make sense.

What does “under secondary review” typically mean. Will it just sit there until it inevitably goes away, or does that status actually mean something in Philips 66 hiring process. Thanks for any insight!

Were they impacted too or is it too early to tell given that this is most likely an all week affair.

Anyone else leave the bank and being subject to non-stop spam from [now-outsourced] talent acquisition regarding the exact same U.S. Bank positions? Four outreach efforts, four different outsourced recruiters, one job posting. I suppose it is difficult to fill positions when nobody wants to join the dumpster. Earth to Gunjan, have some dignity in how you run your bank.

Curious to what people have done to successfully find employment elsewhere. Does LinkedIn really work? I see a lot of job postings on there, but also lots of applicants. Are recruiter/head hunters still the best route? What has worked and what hasn't. Thanks in advance and hope for helpful responses.

My interview loop was cut short with no reason other than the position was no longer available. Quite annoying but thankfully, the recruiter reached out before I invested more time in the process.

Is it standard practice for recruiters to ghost after interviews? The interview process itself was pretty unprofessional but I was willing to look past that. What is the standard turn around time for hearing back after an interview?

Milwaukee Public Schools is actively recruiting teachers and aides facing layoffs from Chicago Public Schools. Officials traveled to Chicago this week to interview candidates for up to 200 teaching positions and approximately 100 paraprofessional roles. This initiative aims to fill existing vacancies within MPS and reduce class sizes. The district is offering on-the-spot job offers to licensed teachers, contingent on background checks. This recruitment effort aligns with MPS's plan to enhance staffing levels before the upcoming school year.

https://www.wpr.org/news/milwaukee-schools-hire-laid-off-chicago-teachers

California-based space start-up Vast has reduced its workforce by 46 employees, representing approximately 4% of its staff. This decision follows a significant $500 million funding round secured by the company. A company spokesperson stated the layoffs were performance-related and occurred during the mid-year review. Despite these cuts, Vast is actively recruiting for numerous other roles. The company remains committed to its ambitious space station projects.

San Francisco, California

https://www.newsbytesapp.com/news/business/space-station-start-up-vast-lays-off-46-employees/story

An HR expert believes many employees are hired into roles that don't suit them because employers refuse to pay competitive salaries. They then remain in those jobs for years, receiving little meaningful feedback, before eventually being dismissed or made redundant.

Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said the result was that workers lost "valuable" years of their careers "without ever being told the truth". Kate said employers often complained that they "can't find good staff", when in reality they're offering salaries that fail to attract the right candidates.

She added: "'Nobody wants to work anymore' is the most comforting sentence in British business, because it puts the fault out there somewhere. It is almost never true. There's no shortage of people who want to work. There's a shortage of people willing to do that job, for that money, in that building."

According to Kate, businesses frequently compromised during recruitment, hiring the best candidate from a weak pool of applicants before convincing themselves things will improve.
The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

There are a lot of jobs out there and employers looking for people. Make the chanage. You will be glad you did.

Ameriprise Financial, the Regional Recruiting Director role experiences high turnover due to intense industry competition, aggressive growth quotas, and demanding performance pressures.

I know this subject isn't necessarily about layoffs, but it definitely affects morale. Here are my thoughts...

I came up through CellularOne, then AT&T Wireless, then Cingular, then AT&T again. When SBC came along in 2006, they brought along this thing called Contingency Planning. It was explained to me that in the event of a strike of the union labor force, regular desk jockeys would head to the field and repair and maintain the phone network. I was like, WTF? Many of the IT types don't even know how to operate a sc--wdriver. But that's right, they will train them (us) to do the job. So, off many of us went for training. (BTW, it was the only business travel I had in decades. At least I got some In-N-Out on the company dime.) We learned how to climb ladders and poles, and some necessary skills for the role. We then retreated back to our offices to quickly forget what we learned. The process would continue until the next contract expired.

Do they really expect that this contingent workforce would be effective in the field? How many millions of dollars are spent, and for what exactly? A threat to the union workers? And another thing when it comes to recruiting talent: How long into the interview do they mention that periodically they will need to train for contingent work and possibly be sent to fix phone lines? I'm guessing that most degreed professionals would balk at the notion.

LM has outsourced recruiting and it is the worst experience ever for qualified applicants. Here is the deal..you apply for a job like sales or claims. You get an email from a recruiter with a name that suggests they do not live in the US. You think, is this a scam? Decline the interview. After several rounds of this apply, get email from rando, you decide to check it out further. This is even worse. Your phone interview is with someone supposedly calling from Massachusettes, which they are not. They are in India or the Phillipines. They barely speak English. No nothing about sales or claims culture. And these people are the ones screening you and moving you on or not to the next step, which takes way longer than it should. Sad what recruiting for US companies has become. I will no longer apply at Liberty Mutual.