The Longer It Takes, The Less They Care

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As an agency recruiter specializing in tech talent, I’ve seen it all: candidates who are eager to dive into a role, and those who ghost at the last minute. If there’s one universal truth about recruiting, it’s this: the longer it takes for someone to get back to you, the less interested they are.

Let’s be clear—there are exceptions to every rule. People have lives outside of work, emergencies happen, and some genuinely need time to consider their options. But more often than not, delay equals disinterest. Here’s why:

1. They’re Considering Other Opportunities. The job market is competitive, especially in tech. If a candidate doesn’t respond promptly, it’s likely because they’re evaluating other roles or offers. They’re not prioritizing your opportunity because something else has caught their eye.

2. The Job Isn’t Appealing Enough. Maybe the role’s not the right fit, the company’s brand doesn’t resonate, or the compensation package isn’t compelling. If they’re not excited about the opportunity, their response time will reflect that.

3. They’re Just Flat-Out Busy. Tech professionals often juggle demanding roles, side projects, and personal responsibilities. If your opportunity isn’t high on their priority list, it’ll take a backseat to everything else.

Regardless of the reason, delayed responses are a signal. They may not tell you why a candidate isn’t interested, but they tell you all you need to know: the interest isn’t there.

The Tale of the Unresponsive SWE

A few months ago, I spoke with a software engineer (SWE) about a fantastic opportunity. The role was tailor-made for his skill set, and he seemed enthusiastic over the phone. After our conversation, I asked him to confirm his interest in writing—a standard step in my process.

He assured me verbally that he wanted to proceed.

But then… nothing.

I followed up with him three times over the next couple of weeks. Each time, he said he’d confirm his interest “later,” but later never came. After the third follow-up, I decided to cut my losses and move on.

Here’s the kicker: he never circled back to ask about the status of his application. That silence told me everything I needed to know. He wasn’t interested, and chasing him further would’ve been a waste of time for both of us.

The Product Manager Who Needed “More Time”

Rewind to the ZIRP era, when tech hiring was on fire. I was working with a high-level product manager who had everything: experience, polish, and a clear track record of success. One of my clients extended him an offer after a rigorous interview process.

Throughout the process, I pre-closed him at every step, ensuring he was aligned on the role, the team, and the compensation package. When the offer came in, he asked for two days to make a decision. Totally reasonable.

Two days came and went. He needed “a little more time.” Then a bit more. And then some more after that.

It became clear he wasn’t just weighing the offer—he was biding time. Sure enough, he ended up going with another opportunity that came through a week later.

Was he wrong to explore his options? Of course not. But his delays and lack of transparency were a clear signal that our offer wasn’t his top choice.

Why This Matters for Recruiters

As recruiters, our job is to interpret signals. Silence, delays, or vague responses? They’re signals. A quick, enthusiastic reply? Also a signal. Here’s how to use these cues to your advantage:

1. Set Expectations Early. During initial conversations, make it clear how the process will unfold and what you expect from the candidate. Transparency from the start helps you avoid chasing unresponsive candidates later.

2. Don’t Over-Invest in Maybe. If someone’s stringing you along, know when to cut your losses. Your time is better spent on candidates who are genuinely interested.

3. Pre-Close Like a Pro. Confirm interest at every step of the process. If a candidate hesitates or waffles, dig deeper to understand why. Are they unsure about the role, or are they holding out for something better?

4. Communicate with Clients. Keep your clients in the loop about candidate responsiveness. If someone’s taking too long to decide, share that insight and work with the client to determine next steps.

The Bigger Picture

Remember, recruiting is a two-way street. Just as candidates are assessing opportunities, we’re assessing candidates. Delayed responses don’t make someone a bad person or an unprofessional candidate—they just indicate where their priorities lie.

By recognizing and acting on these signals, you’ll save time, build stronger pipelines, and deliver better results for your clients. And for candidates? You’ll send a subtle but powerful message: We’re here to work with those who are ready to work with us.

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