Cindavi

"We can't promote you to Senior because you haven't shown senior-level work yet."... My electrical engineer candidate just got this feedback after a year where he: ▶️redesigned a circuit that cut the product's power usage by 30% ▶️fixed a voltage problem that had stumped the team for 8 months ▶️led the testing that got their main product government-approved ▶️trained two new engineers on circuit design ▶️worked weekends debugging hardware before a major demo "But you were just executing tasks," his manager said. "Senior engineers think bigger picture." Meanwhile, his project lead got promoted for writing documents and running meetings. The final insult?  "Next year, we want you to mentor our new Principal Engineer and teach him your designs." The same guy who'd be making $35K more than him. ... he quit three weeks later for a 30% raise elsewhere. His old team is still trying to fix the hardware he used to maintain. Here's the thing: if you're already doing the job but not getting the title or pay... ... someone else will give you both.

"I need to deny your vacation request." My candidate had submitted PTO 8 weeks in advance... ... for their wedding. The reason?  "It's our busy season." But here's the thing - it's ALWAYS busy season at that company. ▶️budget planning in Q1 ▶️product launches in Q2 ▶️back-to-school rush in Q3 ▶️holiday crunch in Q4 There's always a reason why this week, this month, this quarter is the worst possible time. Three months earlier, their manager took a 2-week European vacation.  When my candidate asked about the timing, the response was swift: "Management has different coverage responsibilities." It hit them then - when did requesting time off for your own wedding become asking permission to have a life? They stared at that denial email for ten minutes before responding professionally... then they started updating their resume. They quit three weeks after the wedding. Here's what that manager didn't understand: ▶️If your company can't function without one person for a week, you don't have job security... you have a broken system. #pto #worklifebalance #burnout

The perfect candidate walked through our doors... Everything clicked. Skills aligned. Culture fit was obvious. The team was unanimous. But then... "We need to wait to interview another candidate next week." "Let's see who else is in the pipeline." "Can we circle back after that final interview?" 10 days later? ⏳ She's gone. Accepted an offer from a company that moved decisively. The reality: ✅ Top talent appreciates quick decisions ❌ "We're still evaluating" signals indecision ❌ "Just one more approval" shows lack of process ❌ "We'll be in touch soon" creates uncertainty Velocity isn't about being hasty. It's about having your hiring process dialed in. The strongest organizations don't delay because they're thorough. They act quickly because they know exactly what they want. #talentacquisition #hiringprocess #leadership

Have you ever been ghosted after an interviewer called you a 'perfect fit'? Here's the brutal truth no recruiter will tell you... 1️⃣𝗧𝗵𝗲 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘄𝗮𝘀 𝗽𝗿𝗲𝗱𝗲𝘁𝗲𝗿𝗺𝗶𝗻𝗲𝗱.  Sometimes organizations must post roles publicly even when they already have an internal candidate or referral in mind. It's frustrating, but it's often a compliance requirement rather than genuine recruitment. 2️⃣𝗬𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗲𝘅𝗰𝗲𝗲𝗱𝗲𝗱 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀.  Counterintuitively, being overqualified can work against you. Hiring managers might worry about retention, budget constraints, or team dynamics when a candidate significantly outpaces the role requirements. 3️⃣𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗳𝗮𝗰𝘁𝗼𝗿𝘀 𝗶𝗻𝘁𝗲𝗿𝘃𝗲𝗻𝗲𝗱.  Budget freezes, shifting priorities, or internal restructuring can derail even the most promising hiring processes. Unfortunately, communication about these changes often falls through the cracks. 4️⃣𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗺𝗶𝘀𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁.  When candidates inquire about competitive salary, growth paths, or work-life balance, some employers assume the role won't meet expectations and discontinue the conversation rather than negotiate. ▶️Companies with strong cultures prioritize candidate experience regardless of hiring outcomes.  ▶️They provide timely updates, constructive feedback, and maintain professional communication throughout. Being ghosted often reveals more about an organization's processes than your qualifications. The right opportunity will come with an employer who values both your skills and your time as a professional. What's your biggest job search frustration? Share your experience below. 👇

"𝗜'𝗺 𝗴𝗶𝘃𝗶𝗻𝗴 𝗺𝘆 𝘁𝘄𝗼 𝘄𝗲𝗲𝗸𝘀 𝗻𝗼𝘁𝗶𝗰𝗲." 📝 My candidate had accepted our offer and was ready to move on... ...then their current company panicked. "We'll match the salary. Plus a bonus. Plus a promotion. Please stay." The candidate called me: ☎️ "They're offering me everything I've been asking for. Should I take it?" I asked one question: "Why didn't they offer this 6 months ago when you first asked?" ...silence... "Because they didn't think I'd actually leave." Exactly. He stayed anyway. The counteroffer was too good to pass up and he finally felt valued. Three months later, he called me again. "They gave me the promotion in title only. No new responsibilities. No team to manage. And they've been treating me like a flight risk ever since... ...and I think they're interviewing my replacement." Six months later, he was laid off in "budget cuts." The truth about counteroffers: ▶️Companies don't suddenly value you more. ▶️They just fear losing you right now. There's a difference.

**Tough Role. Remote Location. Great Outcome.** A multi-site food company was facing a familiar challenge: filling a Food Scientist role in Arkansas—a location that wasn’t drawing much qualified candidate interest. That’s when they partnered with Cindavi, and within just 30 days, the result was clear: ✅ A qualified candidate with the right experience ✅ A smooth, collaborative interview process ✅ An offer accepted — with relocation set for early August What made the difference? 🤝 Alignment between the company and Cindavi 🎯 A clear strategy for targeting the right talent 🏡 A compelling narrative around why someone would want to live and thrive in the community long-term A win for the company. A win for the candidate. And a great example of what strategic recruiting partnerships can deliver. #foodscience #cindavi #recruiting Connor Morgan Alex Doyle

"What's your current salary?" 💰 The candidate paused. "I'd prefer to focus on the value I can bring to this role. What's the budget for this position?" The hiring manager pushed back: "We need to know your current comp to make a fair offer." "I understand, but I'd rather discuss what this role is worth based on its responsibilities and impact." Here's what happened next... The candidate had done their homework. With 5 years of DoD aerospace experience and solid PCB design skills, they knew the market rate for their expertise and wanted to negotiate from there, not from their previous (lower) salary. The hiring manager saw this as evasive. We moved on. That candidate? Just accepted an offer elsewhere - 20% increase, same industry. Three months later, we're still trying to fill that position - and probably paying more than we would have originally. The takeaway: Smart candidates know that your future value isn't determined by your past paycheck. #salarynegotiation #paytransparency #hiring #marketvalue

She nailed the interview. Team loved her. Feedback was glowing. ...Then came the pause. “We just need to loop in one more person before we decide.” A few days passed... Then a week... By the time they were ready to move, she wasn’t. She had two other offers... and took one. Here’s the pattern we see: ✅ Fast offers don’t scare strong candidates. ❌ “We’re still aligning internally” does. ❌ “We’re waiting on one more person” does. ❌ “We’ll follow up next week” does. Speed doesn’t mean desperation. It means alignment. Clarity. Confidence. The best companies don’t move fast because they’re rushed. They move fast because they’re ready. #hiringstrategy #recruitingtruths #leadershipclarity

“It’s not a high-priority role.” That’s what the hiring manager told me. Then I saw a Senior Mechanical Engineer on LinkedIn with the #OpenToWork banner. He looked familiar. 📌 He was on their team. 📌 He’d been covering for the open role for 3 months. 📌 And now? He was quietly looking for a way out. The role might not feel urgent at the top. But it clearly was to the people carrying the weight. When leadership says, "We’re not in a rush,” what the team hears is, "Don’t expect help anytime soon.” Open roles don’t stay isolated. They drain bandwidth. They shift morale. They start a chain reaction. That engineer? He’ll land somewhere great. But the damage? Already done. #hiringpriorities #recruiting #OpenToWork

"Thanks for your interest, but we've decided to move forward with other candidates." 📧 Standard rejection email. But this candidate wrote back: "I understand I wasn't the right fit. Could you share one thing I could improve for next time?" Most people don't respond to rejection emails. ... but something about this one made me pause. So I called them. "Your technical skills were solid, but you seemed nervous. We weren't sure if you could handle client presentations." Their response: "I've actually given presentations to 200+ people. I was just intimidated because I really wanted this job." Here's where it gets interesting... While we couldn't move forward, I knew someone who could. I reached out to a former colleague whose company had a similar opening and a more relaxed, supportive environment. They got the job there - better culture fit, amazing growth opportunities, and a team that appreciated their thoughtful communication style. 18 months later, they messaged me: "That rejection led me to the perfect role - thank you for seeing my potential." The real story? Sometimes the best candidates don't shine in every interview. One rough conversation doesn't erase their potential - it just means we need to look deeper and give second chances when we see the spark. #secondchances #hiring #networking #potential