Recruitment is often seen as a structured, well-planned process—a dance between employers and job seekers, each evaluating the other until they reach an agreement. But every once in a while, a situation arises that makes recruiters question everything.

This is one such case. A candidate so eager, so persistent, that she seemed like the perfect hire—until she disappeared.

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The Ideal Candidate—Or So It Seemed

As a recruitment consultant, I’ve seen my fair share of interested candidates. But this one stood out. She showed an almost unmatched enthusiasm for the role, never hesitating to participate in interviews, complete tasks, and follow up—multiple times a day. Her energy was contagious, and her persistence indicated that she truly wanted this opportunity.

However, things weren’t moving at the usual pace. The hiring team was deeply engaged in an IPO process, causing some unavoidable delays. Yet, her repeated follow-ups reassured us that she remained highly interested. Seeing her enthusiasm and recognizing her potential, we escalated her case to the hiring team and secured her offer letter.

At this point, it seemed like a win for everyone.

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The Negotiation Rollercoaster

What followed was an intense back-and-forth. She negotiated her offer three times, each time pushing the company to meet her expectations. The hiring team, recognizing her talent and potential, obliged. By the third round of negotiations, I had built a strong rapport with her. She assured me—no, Promised me—that she would accept the final offer.

And so, with her enthusiastic confirmation, we proceeded. The final offer letter was rolled out, and the company expected her to sign.

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The Moment of Silence

Then came the real shocker.

The once-eager candidate, the one who had persistently followed up multiple times a day, went silent.

No responses to calls. No replies to texts. Nothing. It was as if she had disappeared from the face of the earth.

At first, I gave her the benefit of the doubt. Maybe she was caught up with something. Maybe she needed time to process. But as days passed, my concern turned to disbelief. I reached out every day, hoping to get even a brief acknowledgment. After nearly two weeks of continuous attempts—personal messages, polite requests, professional emails—she finally answered.

But something had changed.

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A Different Person Altogether

The person on the other end of the call was not the same enthusiastic candidate I had known. There was an unfamiliar coldness in her voice. I wasn’t asking her to join—I simply wanted clarity on why she had gone silent after all the negotiations and commitments.

Instead of giving a direct answer, she began nitpicking small details in the offer—details that had been agreed upon earlier. When I assured her that any minor concerns could be resolved, she abruptly shut down the conversation.

Her reason for rejecting the offer? The discussion had gone back and forth too much.

Wait, what? The same back-and-forth that she had initiated? The same multiple rounds of negotiations that she had insisted on? And now, suddenly, the company was to blame for something she had actively driven?

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 When a “No” Becomes a Disappearing Act

Let’s be clear: declining an offer is normal. Candidates have every right to choose what’s best for them. Offer shopping happens—just like companies aim for cost optimization. However, there is a right way to do it.

What went wrong in this case wasn’t the rejection itself. It was the way it was handled.

-  Dragging it out unnecessarily – If she wasn’t sure, she could have voiced her concerns earlier instead of leading us through multiple negotiations.
-  Ghosting the hiring team – After being so proactive in following up, suddenly disappearing without an explanation was unprofessional.
-  Shifting the blame – Instead of taking accountability for her change of heart, she placed the blame on the very process she had driven.

Recruitment isn’t just about companies hiring candidates—it’s about building relationships. And in any relationship, communication is key.

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The Takeaway: Be Honest, Be Transparent

If you’re a job seeker, remember: it’s okay to change your mind. But dodging recruiters, ghosting hiring teams, and blaming others for your indecisiveness can burn bridges you might need in the future.

For recruiters and employers, this is a reminder that nothing is certain until the candidate officially joins. A strong rapport, repeated assurances, and enthusiastic follow-ups mean nothing unless there’s actual commitment.

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Where Do You Think We Should Have Drawn the Line?

In hindsight, should we have stopped entertaining negotiations after the second round? Should we have questioned her intent earlier?

Where do you think we should have taken a call in this process? Let us know in the comments!