The Recruiter-Candidate Game
The job hunt today isn’t just about qualifications—it’s a subtle dance of perception, power, and timing. And in that dance, recruiters often lead. They decide who gets the callback, who lands the interview, and who receives that elusive offer. But if you’ve ever walked away from an application process feeling confused, ghosted, or misled, you’re not alone.
Recruiters aren’t always trying to be deceptive. Many are juggling dozens of roles, tight deadlines, and vague client requirements. Sometimes, the lines they feed you aren’t lies—they’re shields. Shields against awkward truths, internal indecision, or just time constraints.
This article isn’t here to bash recruiters. It’s a reality check for job seekers who want to understand the hidden signals behind vague updates like “We’ll keep your resume on file” or “You were great, but...”. More importantly, it’s a toolkit. For every frustrating line, we’ll explore what it might actually mean—and how you can respond with strategy, not emotion.
Because when you read between the lines, you can stop waiting and start playing the game on your own terms.
1. “We’ll get back to you next week” — And They Vanish
It’s one of the most common lines in recruiting: “We’ll be in touch next week.” And then… silence. No email. No call. Just ghosting.
Why does this happen? Sometimes recruiters genuinely believe they’ll have answers soon — but hiring timelines shift due to internal approvals, budgeting, or scheduling. Other times, it’s a soft rejection tactic. Rather than deliver bad news, they let time do the talking.
Smart response: Don’t sit in limbo. Politely follow up with a short message like:
“Hi [Name], just checking in on the [Job Title] role. I appreciated our conversation and remained very interested. Any updates would be appreciated!”
Set a calendar reminder 7 days after the interview to follow up, and again a week later. Two well-timed nudges are professional — more than that, and you risk sounding desperate.
Emotionally: Hope is healthy, but don’t let it drain your energy. Keep applying. Keep preparing. The best candidates aren’t just hopeful — they’re proactive and emotionally self-protective.
2. “The role is still open” — But They Hired Someone Weeks Ago
Hearing that “the role is still open” can feel encouraging… until you find out through LinkedIn or Glassdoor that someone started last Monday.
Why the lie? Sometimes it’s corporate policy — they can’t officially close the role until a contract is signed. Other times, recruiters want to keep backup candidates warm in case the top hire backs out or underperforms.
Smart response: Don’t push with “Did you hire someone else?” Instead, try:
“Just checking in to see where things stand with the [Job Title] role. I’m continuing my search, but I’d love to stay on your radar for future opportunities as well.”
This phrasing does three things: it shows professionalism, keeps doors open, and subtly signals you’re moving forward — not waiting around.
Bonus move: Use the moment to build a long-term relationship. Ask, “Would it be okay if I stayed in touch with you about future roles?” Smart candidates don’t just chase one job — they cultivate recruiters for the long run.
3. “You’re a top candidate” — Just Before Ghosting You
Hearing “You’re a top candidate” feels great — until a week goes by, and then two. No next steps, no feedback, no closure. What happened?
False flattery is a tactic some recruiters use to stall candidates without committing. It buys time and keeps you from accepting other offers while they evaluate someone else.
Smart response: Look for real signals. Are they scheduling another interview? Asking for references? Mentioning timelines? If not, it may just be filler.
To test sincerity, ask:
“Glad to hear that — what are the next steps in the process?”
or
“I would love to stay aligned on timing. When should I expect to hear back?”
Quick checklist:
✅ Did they give a date for next steps?
✅ Have you met the hiring manager or team?
✅ Have they asked about your availability or competing offers?
Empty praise is easy. Progress is proof.
4. “This salary range is non-negotiable” — Until Someone Pushes
Some recruiters present salary bands carved in stone. But often, they’re not. It’s a screening tactic: deter early negotiation and filter out “difficult” candidates.
Smart candidates don’t back off — they probe gently.
One approach:
“I understand the range. Based on my experience and what I’d bring to the team, is there room for flexibility?”
If the recruiter replies vaguely, that’s a sign there might be wiggle room, especially post-offer when leverage shifts in your favor.
Here’s a tactful phrase you can use in writing:
“I’m excited about the offer and role. Is there any flexibility on the base to better reflect my experience?”
Stay respectful, not pushy. The goal isn’t to demand — it’s to invite a conversation.
More often than not, someone did get more than the posted range. Let that someone be you.
5. “Remote role” — But Actually It’s Hybrid
The bait-and-switch on location
You applied for a fully remote role—only to hear during the interview that “we do ask folks to come in once or twice a week.” Classic bait-and-switch. Some companies list jobs as remote just to widen the candidate pool, only revealing the hybrid twist once you're invested.
What to ask early to clarify
Don’t wait. In your first or second conversation, ask: “Is this role 100% remote with no required in-office days?” or “Are there any expectations for travel or office attendance in the first six months?” Get it in writing if possible.
How to respond: pushback or reframe your expectations
If they shift the story later, push back: “That’s different from what was originally described. Is this a recent change?” If a hybrid isn’t workable for you, say so early. If you’re flexible, clarify your boundaries: “I can do monthly on-sites, but weekly commuting wouldn’t be possible.”
6. “We’re just waiting on budget” — Forever
How to tell when this is real vs. stalling
This line often means: “We want to keep you on the hook while we figure things out (or ghost you later).” Sometimes it’s legit—especially near fiscal year-end—but if weeks pass with no progress, it’s likely stalling.
Tips: setting a final check-in date, then moving on
Don’t just wait endlessly. Reply with a friendly but firm boundary: “I completely understand budget cycles can be unpredictable. If I don’t hear back by [date], I’ll assume the role is no longer moving forward and will focus on other opportunities.” This creates a clear end to limbo.
Scripts to professionally withdraw interest
After the deadline passes, follow up:
"Thanks again for considering me. Since I haven’t heard back by the timeline we discussed, I’ll be stepping away from this process. Wishing you the best as things develop.”
It’s respectful, closes the loop, and keeps the door open if they come back later—with a real offer.
7. “This interview will be informal” — Then It’s a Panel Drill
When a recruiter calls an interview “informal,” it often signals a casual tone—but not casual expectations. Candidates walk in thinking it’s a coffee chat, only to face a structured panel firing questions. This kind of mismatch can throw off even well-prepared applicants.
Take, for example, a candidate who expected a brief informal check-in, only to encounter a four-person panel asking in-depth behavioral and technical questions. Thanks to Sensei AI, which detected the panel’s questions and used her uploaded resume to generate real-time responses, she stayed calm and confident throughout. Sensei AI doesn’t simulate interviews or listen to your voice — it listens to the interviewer's questions and supports you with relevant answers, instantly. That helped her stand out even when the "casual" panel got unexpectedly competitive.
The lesson? Always over-prepare. Even if the word “informal” is used, treat every interview like a serious evaluation of your fit, skills, and composure. You can still maintain a conversational tone, but bring your best examples, know your resume inside-out, and expect the unexpected. “Informal” is often code for “less structured,” not “low stakes.”
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8. “We’re not interviewing other people right now” — False
When recruiters say, “We’re not talking to anyone else,” it might sound like reassurance—but it’s rarely the full story. This line is often used to build urgency (“accept quickly before we move on”) or comfort (“you’re our top choice”). But behind the scenes, multiple candidates are likely in various interview stages.
It’s not about distrust—it’s about being realistic. To get clarity, ask: “Are there any other candidates currently in final round discussions?” This phrasing is polite yet direct, and it signals that you're evaluating the process just as seriously.
Don’t pause your job search based on this statement alone. Many candidates have slowed down their applications elsewhere, only to be ghosted later when a “backup candidate” becomes the actual hire. Keep your momentum until you have a signed offer.
Recruiters may have the best intentions, but you have to protect your timeline and mental energy. Stay engaged, stay proactive, and treat every opportunity as one of many until it’s truly closed.
9. “This is a confidential search” — But It’s Not
Sometimes recruiters claim a role is “confidential” to avoid revealing the hiring company — but not always for legitimate reasons. While some stealth hiring is real (e.g. replacing someone who doesn’t know they’re being replaced), it can also be a cover for vague or shady listings.
To validate legitimacy, ask questions early: “Can you tell me what industry the company is in?” or “Has this role been publicly posted elsewhere?” A real recruiter with a real client can usually provide some details without breaching confidentiality.
Red flags include no job description, a recruiter dodging location or compensation questions, or pressure to make quick decisions without details. If it feels off, it probably is.
Trust your instincts — and protect your time.
10. “You’re overqualified” — aka Age/Salary Bias
When a recruiter says you’re “overqualified,” it can be a polite way of signaling age bias or concern you’ll expect too much pay or leave quickly. It’s frustrating — especially when you're genuinely excited about the role.
One candidate in their 50s turned this around by reframing: “That means I can ramp up faster, mentor others, and bring stability to your team.” They got hired — and ended up leading a key project.
If you hear the O-word, try:
“I understand your concern — but I’m looking for a role where I can add long-term value, not just chase titles. This opportunity aligns with what I care about now.”
You’re not “too much” — you’re experienced. And that’s a strength, not a liability.
11. “We loved you, but went with another candidate” — No Feedback
It sounds warm, but it's cold comfort. When recruiters say this, they often avoid giving real feedback to protect themselves from legal risk, awkwardness, or because they simply don’t have time. But for candidates, it’s frustrating — how can you improve if you don’t know what went wrong?
The key is to ask for feedback in a way that’s non-threatening and appreciative. Try:
"Thanks again for the opportunity. I’d love any insight you could share to help me improve for future roles — even a sentence or two would be incredibly helpful."
This makes it easier for them to reply without feeling defensive.
Think the interview didn’t go well? Tools like Sensei AI help you recreate the session by feeding in the job post and your resume. It doesn’t simulate full interviews, but once it detects the interviewer’s questions, it instantly provides answers based on your background and style preferences. That way, you can spot what went wrong — and turn it into your advantage next time.
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12. “We’ll keep your resume on file” — It Goes in the Void
This phrase often means: “You won’t hear from us again.” Most companies don’t have a system for actively revisiting old resumes unless a recruiter remembers you personally — which is rare. Your resume gets buried in an ATS or deleted after a retention period.
Want to break the cycle? Stay on their radar. Set a reminder to follow up 2–3 months later with an update that adds value. For example:
"Just wanted to share that I've recently completed a new certification in X — still very interested in opportunities at [Company Name]. Hope we can reconnect if a relevant role opens up."
One candidate followed up with this kind of email and got hired six months after the original interview — because they stayed relevant, not forgotten. Rejections aren’t dead ends; they’re paused conversations. Keep the connection alive.
How to Spot Recruiter Red Flags Early
Not all red flags wave brightly. Some slip in quietly—vague answers about the role, shifting timelines, or job details that mysteriously evolve with each conversation. If a recruiter seems evasive when asked about interview stages or decision-makers, that’s worth noting. A one-time slip might be stress. A pattern? That’s a problem.
You can stay ahead by using a mental (or literal) checklist during your first call. Ask about salary range, reporting lines, hiring process, and timeline. Jot down inconsistencies. It’s not about being cynical—it’s about being smart.
And finally, check in with yourself. Did something feel off? Were you talked over, pressured, or given a false sense of urgency? Trust that instinct. A glossy LinkedIn title or fast-talking charm doesn’t guarantee professionalism. Recruiters are salespeople, too—some great, some not.
Turning Lies into Leverage: The Strategic Mindset
Bad news isn’t always bad. If you’ve been misled by a recruiter—ghosted, strung along, or sold a role that didn’t match—it hurts. But it’s also data. This isn’t personal. It’s a system. And the better you learn the system, the better you play.
Instead of reacting with frustration, turn the experience into a playbook. What signs did you miss? What questions will you ask earlier next time? Each “no” teaches you how to control the parts you can control—your preparation, presence, and answers.
This is where tools like Sensei AI come in. It listens to the interviewer’s voice — not yours — and uses your uploaded resume and context to generate real-time answers. If your last interview felt messy or one-sided, you can recreate the key questions, reflect on your performance, and build a stronger version of your pitch moving forward.
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Stay Sharp, Stay Human
The hiring process isn’t always fair—and recruiter language can sometimes blur the truth. But that doesn’t mean you’re powerless.
With tools like Sensei AI, you can train smarter by combining real interview questions and your own resume data. It won’t speak for you, but it will help you respond better — faster, more relevant, and always within your voice. No matter how unpredictable recruiters get, your preparation doesn’t have to be.
You can’t control what recruiters say. But you can control how you show up—and that can be the difference between a missed chance and your next big break.
FAQ
How many times is too many times to follow up with a recruiter?
Generally, one follow-up per stage is enough — after the initial application, after the interview, and then one final check-in if you haven’t heard back in 7–10 business days. If you’re sending a fourth or fifth message without any reply, it may be time to move on. Persistence is good, but silence is often an answer.
How often do recruiters lie?
Not all recruiters lie — but small distortions or omissions happen more often than candidates realize. It’s usually not malicious; many recruiters are under pressure to fill roles fast, manage client expectations, or avoid awkward truths. That said, being misled is common enough that candidates should always verify details when something feels vague or too good to be true.
What do recruiters hate the most?
Ghosting. Just like candidates dislike being ignored, recruiters get frustrated when applicants vanish mid-process. Other turn-offs include lack of preparation, overly aggressive negotiation, or spamming every open role at a company. Respectful communication and clarity about your goals go a long way.
How to tell if a recruiter is lying?
Look for inconsistencies: changing job descriptions, shifting timelines, or vague answers when you ask direct questions. If a recruiter won’t tell you the company name after multiple conversations or avoids giving salary ranges, it’s worth being cautious. When in doubt, document everything and trust your instincts — they’re usually right.
Shin Yang
Shin Yang est un stratégiste de croissance chez Sensei AI, axé sur l'optimisation SEO, l'expansion du marché et le support client. Il utilise son expertise en marketing numérique pour améliorer la visibilité et l'engagement des utilisateurs, aidant les chercheurs d'emploi à tirer le meilleur parti de l'assistance en temps réel aux entretiens de Sensei AI. Son travail garantit que les candidats ont une expérience plus fluide lors de la navigation dans le processus de candidature.
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