Ghosting. It’s not just a dating term anymore; it has become part of the hiring world, too. And honestly, as a Product Designer who has been in this space for years, I see it more often than I’d like.

Do I Get Ghosted?

Yes, I do. I’ve been in the industry long enough to know it comes with the territory. Applications sent, portfolios shared, even final interviews completed… and then silence.

Why Does It Happen?

That’s the question. Most of the time, there’s no explanation. Many hiring managers simply don’t respond. It’s not always about my skills or my pitch. Sometimes, it’s just a system issue:

• Job postings that stay online for months without being filled.

• Recruitment pipelines full of irrelevant profiles but lacking strong matches.

• Companies are losing top candidates by moving too slowly.

• Other “urgent priorities” are taking the focus away from the role.

And the result? Candidates get stuck waiting, and companies keep struggling to hire.

How Does It Feel?

Frustrating, of course. But with time, I’ve learned not to take it too personally. Still, I reflect. I ask myself if my case study could be clearer, if my design decisions are explained well enough, if I should reframe my story. I make changes. I iterate, just like in design.

Do I Ghost People?

No. I might miss a message now and then, but if someone follows up, I reply. It’s basic respect. And yet, so many people thank me just for answering. That’s what worries me most: the fact that being acknowledged at all feels rare in this industry.

The Worst Stories I Hear

One that keeps popping up is candidates being asked to do design tasks, sometimes spending days on them, reaching the final stage, and then… silence. No feedback, no closure.

Rejecting an application is one thing. But ghosting someone who invested time and energy into your process? That’s unacceptable.

When Candidates Ghost Recruiters

It happens, too. I’ve seen people ignore messages for months or even years, only to return when they’ve been laid off and suddenly need help. I get it, life happens. But it also shows how short-term some people think about building relationships.

The Big Question

Why can’t big companies at least send a quick “no”? Something simple like:

“Thanks, but we’re not moving forward at this time.”

If a single person like me can find the time to reply, why can’t organizations that claim to value feedback culture and spend huge budgets on employer branding campaigns do the same?

The Reality

People reply when they need you. They stay silent when they don’t. That’s the system we’re in. But ghosting leaves people hanging, questioning themselves, and feeling unheard.

My Takeaway

We can do better. A short, respectful answer costs almost nothing, yet it changes everything. It builds trust. It shows empathy. It creates a healthier, more human hiring culture.

Let’s make that the standard.