You’re not imagining it — hiring feels different right now.
You’re qualified. You’re experienced. You’ve led teams, delivered results, and solved complex problems. But lately, it seems like your resume goes into a black hole. Interviews stall. Hiring managers disappear. Silence follows.
It’s frustrating and it’s happening to talented professionals every day.
The good news? It’s not just you. The better news? You can do something about it.
Why Great Candidates Are Getting Ghosted
Let’s zoom out for a minute.
- The market is saturated. After multiple waves of layoffs, especially in tech and IT leadership, there are simply more candidates than roles.
- Hiring budgets are inconsistent. Some jobs get posted before funding is confirmed, then hit pause unexpectedly.
- Processes are dragging. Hiring cycles are longer, with more stakeholders and more caution behind every decision.
None of this excuses ghosting; however, it helps explain why it’s become so common and why strong candidates aren’t always getting the traction they did before.
First: Don’t Internalize It
When you’re getting interviews but no follow-up, or worse, no feedback at all, it’s easy to question yourself.
Did I price myself too high? Did I answer something wrong? Have I lost my edge?
Stop that thought spiral. This market doesn’t always reward experience the way it should. But that doesn’t mean your experience isn’t valuable.
Instead of second-guessing yourself, it’s time to sharpen your strategy.
Three Ways to Take Back Control
1. Optimize Your LinkedIn Presence
Even if you’re not actively job hunting, your profile needs to work harder in today’s climate.
Tips to stand out:
- Use more than just your title in the headline: Add specialties and keywords. For example: IT Director | ERP, Infrastructure, Cloud | Manufacturing & Supply Chain Systems
- Update your banner and about section: Use the “About” section to tell a clear story of the problems you solve and the value you bring. Avoid buzzwords. Use first-person voice. Make it skimmable.
- Set “Open to Work” privately: Recruiters won’t know you’re open unless you tell them. Use LinkedIn’s built-in setting to share this with recruiters only — no green ring required.
- Engage consistently: Like and comment on posts from companies and professionals you admire. Join discussions. Share insights. Visibility matters.
2. Refresh Your Resume for 2025
You may have great experience, but your resume still needs to work for today’s applicant tracking systems and attention spans.
Here’s how:
- Lead with outcomes: Don’t just list responsibilities. Highlight real impact.
Examples:
- Reduced infrastructure costs by 23%
- Led SAP implementation across four divisions
- Migrated legacy systems with zero downtime
- Make it easy to read: Use bullet points. Avoid dense paragraphs.
- Keep it to 2–3 pages, even at the senior level
Most hiring managers and recruiters won’t read beyond that — and don’t need to. Focus on your last 10–15 years, especially the roles most relevant to your target. If you’re in an executive or highly technical leadership role, you might extend to four pages if every section adds clear value — but even then, shorter is stronger.
- Tailor for each role: Even at the senior level, a generic resume won’t cut it. Prioritize relevant experience and language based on the job you’re targeting.
- Avoid jargon overload: Use acronyms only when they’re widely known in your industry. Always lead with clarity.
3. Approach Passive Search with Purpose
If you’re employed but open to the right opportunity, treat your search like a long-term strategy — not a scramble.
- Get clear on what you want: Think beyond title and salary. What kind of leadership do you thrive under? What pace, culture, or industry energizes you?
- Network with intention: Talk to people who understand your space. Keep in touch with former colleagues. Build relationships with recruiters who specialize in your domain.
- Track your activity: A simple spreadsheet goes a long way. Note where you applied, who you spoke with, and when to follow up. Organization reduces stress and helps you stay proactive.
- Don’t take silence personally: Follow up once if you don’t hear back. Then move forward. Reframe silence as a sign to focus your energy elsewhere — not a signal that you failed.
Final Thoughts
Yes, ghosting is real. But it’s not always personal, and it doesn’t mean you’re doing anything wrong.
What it does mean is that your search strategy needs to adapt to a more crowded, cautious, and unpredictable hiring market.
By improving your visibility, refining your messaging, and staying clear on your value, you’ll stay ready and confident, even when the path forward feels uncertain.
You don’t have to chase every opportunity. You just need to show up well for the right ones.
💬 Need a fresh perspective on your resume or job search approach? I work with technical professionals and leaders every day who are navigating this same shift. Reach out anytime — I’d be glad to help.
By Jessica Werlinger | Paradigm Group