If you went through multiple rounds it likely means they were seriously considering you but ultimately they didn’t get to a yes. If it’s any comfort that means you did pretty well.
The short stints on a resume is likely not the only reason you didn’t get to 100%, but unfortunately you should know that it’s seen as a pretty bad signal. The general expectation is 2 years minimum at a gig. If you have multiple short non-contract jobs it raises the concern that a candidate doesn’t commit to their jobs, or that they don’t do well at their jobs and are getting let go.
Okay, but if my resume is a concern let's talk about in the first interview. I can't exactly rest and vest for 2 years when the company is running out of money. I had the bad luck of this happening 3 times in a row.
Company A got their funding pulled and shut down. Company B, where I was actually at for about a year and a half, switched owners and shutdown my entire office. Company C merged into it's main competitor and effectively fired most of us.
I will admit I was at one fantastic job and after around 3 years I probably could of stayed indefinitely. But back then I didn't recognize the value of a solid job. If you land somewhere and you're well liked by people, and able to do quality work, you really should just stay there instead of chasing slightly more money.
It probably doesn't work like that tho - they don't know how much of a concern it is. And maybe CEO doesn't see resume until later in process, raises an objection.
That said, the general lack of emapthy from recruiting towards time invested and rejections is astonishing and seemingly cruel or emotionally negligent.
US corps are constrained I think by what they can reveal about denial reasons because they don't want to get sued for discrimination.
That said, it can often feel like, you were kept in the pool as an alt/negotiating foil if they didn't get their first pick, or needed to say "we have another candidate willing to take $YOUR_ASK-$BIG_DELTA.
I think we should approach the hiring gauntlet not as "workshop to see what it's like to work with these folks" but as "battle where we can divine the worst about the people we might choose to work with", but still remain sunny and positive while cannily noting any weirdness.
Hope that helps! :)
After my dates of employment I will parethetically add (bankrupt) or (shutdown) to indicate that it wasn't related to me personally. My best job was 18 months.
Yeah I had a manager grill me like crazy about short stints on my resume while I was interviewing for DigitalOcean. He told me it looked like I wasn't dedicated or trustworthy.
He wasn't my manager so I brushed over it and 6 months into working at DO they started 3 rounds of enormous layoffs that were handled so poorly even the executives doing the layoffs got removed by the board.
So I left and got to add another short stint at a company run by craven morons to my resume :)
I was laid off at my last 3 positions and can really relate to this. If it’s any consolation: how a company handles this is a good indication of the maturity of their management and recruiting function. I also strongly disagree with any assertion that would state “short stints = unreliable employee”. Nobody can make that assertion without confirmation of what caused those stints and the tech market from 2020 - today has been notoriously volatile.
There are plenty of great orgs out there that will soak with you before making assumptions, but as a rule most startups have fairly inexperienced management unless they are founded by a team that’s been through the rodeo a few times.
If they heard from the CEO specifically, it was probably based on the CEO vibe checking the resume as a last step after passing the entire interview process. The CEO may have spent 15 minutes on it.
It was actually a round with the CEO.
I don't feel disrespected or anything, just feels weird to spend that much time interviewing someone.
I would take that very positively actually. At least you got feedback, and from the CEO! It seems to be you performed pretty well! Maybe the 'hopping' was the only distinguishing thing between you and the one that succeeded.
Reminds me of the 6 interview gauntlet I dealt with when interviewing with Hashicorp[1] years ago.
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[1]: <https://blog.webb.page/WM-025>
Please take this in the spirit in which I’m writing it (i.e. please recognize the occupational disease of “bugs everywhere” and only mock it in moderation; I do appreciate the post itself):
- The Firefox browser on my Android tablet is close enough to a desktop one that I have no problem reading your blog post. The nag feels unnecessary, especially given it obscures part of the header. For what it’s worth, the tablet’s screen is 1600 real pixels wide @ 260 ppi, and Firefox for Android tells the CSS that the viewport is 800 “pixels” wide—if “pixels” were 1/96", then it would be somewhat below 600 “pixels”, so I don’t know where it’s getting that value from.
(And now I can’t stop thinking if I could make a thing in CSS that would look like a plain-text RFC on a desktop screen but gracefully reflow on a narrower screen.)
- The lightweight-markup parser seems to have gotten confused around the phrases “tests and whiteboarding” and “why I wasn’t a fit”.
- The HN link at the end doesn’t work (404) because you’re adding &ref=blog.webb.page to every external link and HN doesn’t appreciate extra parameters (from my earlier encounters with this kind of thing, neither does e.g. Wikipedia).
Excessive amounts of interviews is more likely they were not enthusiastic about him but didnt have anybody else better and were stringing him along until they found somebody else.
I don't buy it. Seems like a waste of everyone's time. Even if you don't respect the candidate's time, it's still a waste of the employee's time, which is valuable to the company.
It’s going to blow your mind that many processes at many businesses are horribly inefficient and waste buckets of human time.
argh, don't remind me.
Certainly we have lots of horrible inefficiencies in my team, but stringing along hiring was not one of them. I understand this is not universal even at our company.
Yeah, I've seen someone get strung along and then finally hired. What happened was that it was a bit of a downturn so there was a limit to the hiring. Another dept somehow convinced the division head that their role was more urgent, so our department was left without approval even though we wanted the guy. It was a poor job market so he didn't land anywhere else even though it was a few months before the approval finally arrived. Everyone felt kind of shit about it. The guy was quite jittery to start with.
That sounds like it was a terrible place, but it was a good department in a somewhat hard nosed company. He ended up staying there 10 years.
> If you went through multiple rounds it likely means they were seriously considering you but ultimately they didn’t get to a yes.
Sure, but one would think then the rejection email would have specifics around the interview and where the candidate did not perform well. Not nit picking on the job hops. If job hops were a deal breaker then why waste the candidate's time putting them through full rounds of interviews?
if you were an experienced/mature tech employee you should probably know that there are real HR reasons why companies are strongly advised not to give too much information in a rejection email. there is only ever downside. your reaction here is a potential red flag.
i'm sympathetic to you, it sucks, why cant we all be nice to each other, and my answer to that all is lawyers.
It could also be that they might be sued for stating the real reason so they went with something that would be dismissed if it went to court.
A friend of mine (in an entirely different industry) went through five rounds of interviews with a company and got passed over for someone internal.
A little while later, the same company reached out and encouraged him to apply again. Five rounds later, and he got passed over a second time.
Fast forward two years and they reached out to him a third time. He's basically convinced that because he's black he's their token DEI interview candidate to make them feel better about themselves while internally promoting the people they actually want, but of course they wouldn't actually say that.
This is the reason. If they make any statement you could contest it in court, so they don't make any statement
> … specifics around the interview and where the candidate did not perform well …
Takes time away from the day job and other candidates.