The obvious benefit to the company is to get the candidate to sign. Companies generally have tech sourcers use software like Gem to spam thousands of candidate

The obvious benefit to the company is to get the candidate to sign. Companies generally have tech sourcers use software like Gem to spam thousands of candidates, link press releases about their funding rounds, then expect candidates to be excited about the company right away. Very rarely is much invested in selling the company, I think it’s actually gotten worse over the years due to platforms that automate candidate experience like Gem. I got “bait-and-switched” on some key details of my current job, but it’s not so simple at all to just leave. Hiring managers don’t like job hoppers, they will wonder if you got fired, whatever. The idea that candidates are swamped with multiple offers is also just a oft repeated false narrative . I’ve 10+ years experience, was SWE at Google, CS degree from good school, can do most Leetcode medium and hard with ease, but still have about a 20% on-site to offer ratio. Companies say they are desperate to hire but can still be very picky. And to extent I understand why I got so many rejections I think it ties into me struggling with the “topgrading” grillings about why I left previous jobs, which would only get worse if I stormed out of a new job over anything that wasn’t a massive issue. There’s a few reasons why the narrative employees have so much power persists in tech - excuse to push for more government funded training and visas, awful hiring practices that emphasize “false negative > false positive”, companies that pay way below market surprised candidates dont accept, outlier stories from rare candidates who played the job search game and negotiation game extremely well. But on average employers still have way, way more power in hiring and this idea that an engineer can just quit a new job and waltz into another one is absurd and false.