Recruiter Confessions: What Companies Hope You Never Find Out…

Between government shutdown, mass layoffs, and another round of “we’re restructuring”, it’s easy to feel like the corporate world is playing musical chairs…and someone just took your seat.

But here’s the truth: the system isn’t broken, it’s built that way. Job postings get recycled, hiring teams get indecisive, and budgets change mid- interview. As someone who’s been on the other side of the hiring table, I’m here to spill a few things companies definitely don’t want you to know; and a few ways to play the game smarter.

Can we get into it?!?!

It’s ALWAYS an Employee’s Market

No matter what the headlines say, the power still sits with the person brave enough to walk away. Companies want you to believe the market is flooded with talent so you’ll take whatever crumbs they throw, but the truth is great people are always in demand!

You decide what kind of work, energy, and environment you’ll accept. If the salary doesn’t align, the team gives “red flag energy”, or you feel uneasy after multiple rounds of interviews. Trust that instinct. You’re not desperate; you’re discerning.

This mindset flips the script from scarcity to sovereignty. The moment you start interviewing companies as much as they’re interviewing you, the balance shifts!

Don’t Take it Personal!

I know those are the last words you want to hear when you’ve been applying to several roles, in a shitty market. But I’m here to share that Job rejection isn’t a reflection of your worth; it’s usually a reflection of corporate chaos.

But here’s the tea:

• Legally, companies must post certain jobs publicly for a short duration even if they already have an internal candidate lined up. So that shiny “new” role might already belong to someone else. Whether it’s a referral of the hiring manager directly, or an internal candidate. And as much as we don’t want to hear it, companies that prioritize internal candidates show green flag potential.

• Budgets shift overnight. A department freeze can cancel a role after you’ve interviewed. Is it ideal? Absolutely not! But it happens more often than not.

• Hiring managers often don’t know what they want until they meet it and sometimes, even then, they don’t. Give a read to a previous blog Recruiting Isn’t Broken. Your Process Is.”

• Then there’s the experience mismatch that’s really a pricing issue. If a role asks for five to seven years and you bring 15 years to the table, it’s not that you’re not qualified, it’s that the pay band doesn’t align to your tenure. You might accept the salary now, but your next raise or promotion won’t match your experience. And the system isn’t built to fix that, unfortunately.

So when you get that “we’ve decided to move forward with other candidates” email, don’t spiral. It’s business, not personal rejection.

Terrorize These Companies, Respectfully

The hiring process is a two- way street. So act like it!

Set boundaries early. Ask questions companies hope you won’t:

• What’s the full interview timeline?

• How many people are involved in the decision-making?

• What’s your internal process for compensation review?

Document every step. Follow up. Hold them accountable. And when you’re nearing final stages, always let them know other companies are moving fast on you even if you’re still waiting to hear back elsewhere. It signals you’re in demand, and recruiters move mountains for candidates with leverage.

Bottom line: the same way companies “keep their options open,” so should you. Apply pressure with professionalism.

Your time, peace, and energy are currency— spend wisely.

Recap

The hiring system wasn’t designed to protect you; it as designed to benefit the company. But the more you understand how the game is played, the less power it has over you. Remember: even in the middle of uncertainty, you are the asset.

This is exactly why The Dezonie Collective exists; to close the gap between schools and employers so both sides stop losing in translation. We help schools prepare students to show up with confidence and clarity, and help employers build systems that see potential beyond a resumé. Because when people and process align, opportunity actually works the way it’s supposed to.