4 ms·

Not to minimize your frustration, but if you put yourself on the other side of the hiring table, I could see "spark" as a coded word for "soft skills." The good

Not to minimize your frustration, but if you put yourself on the other side of the hiring table, I could see "spark" as a coded word for "soft skills." The good news is, it appears that because they spent a significant amount of time with you and they had that many interviewers involved, they were very seriously considering your offer. An EM role is going to be less about your technical competency and more on things you talked to them about. If you think back to what you were asked and the stories you shared with the hiring folks, maybe try to reflect on your lessons and behaviors in your stories. Were you considering your organization's top line goals when you pushed your team into finishing a project. Were you considering your direct reports' own career goals. Were you displaying empathy and asked the right questions to understand some bigger meaning? It's hard man to see any of that on your own, I know, it sucks, but the recruiter is busy talking to 100s of people and if you aren't going to be a sure bet, they have to cut their ties and move on.

stdbrouw 7y ago
If I put myself on the other side of the hiring table, I would have the common decency to give someone at least a little bit of feedback if they gave up more than a full day of their time to wrestle themselves through our convoluted hiring process.
- novok 7y ago
  Employees doing the evaluation are usually separated from that communication. They probably wrote down fairly detailed notes each into an interview management system and talked about it in a 30m meeting. But it's up to the recruiting dept to deliver the news / feedback, and because it's a large legal liability trap to actually give feedback and since the recruiters don't have the technical background to understand the feedback in the first place, usually tell candidates not much at all. On top of that, most recruitment departments are bad at most companies because of structural issues in being a recruiter in a first place. To really solve this, you need to remove the legal liability trap. The industry works around it with backchannel communication of the feedback, but that usually means you have to know people on the team interviewing you.

stdbrouw 7y ago

If I put myself on the other side of the hiring table, I would have the common decency to give someone at least a little bit of feedback if they gave up more than a full day of their time to wrestle themselves through our convoluted hiring process.

novok 7y ago
Employees doing the evaluation are usually separated from that communication. They probably wrote down fairly detailed notes each into an interview management system and talked about it in a 30m meeting. But it's up to the recruiting dept to deliver the news / feedback, and because it's a large legal liability trap to actually give feedback and since the recruiters don't have the technical background to understand the feedback in the first place, usually tell candidates not much at all. On top of that, most recruitment departments are bad at most companies because of structural issues in being a recruiter in a first place. To really solve this, you need to remove the legal liability trap. The industry works around it with backchannel communication of the feedback, but that usually means you have to know people on the team interviewing you.