Interview Follow-Ups

One thing 99% of candidates never do after their interview and it costs them the offer every time… They never send a real, impactful follow-up. My student, a complete fresher, was competing against candidates with more experience. After weeks of rejections and silence, he got his YES from a top MNC. Because he did this ONE thing 99% ignore: he sent a follow-up message that showed genuine interest, real value, and absolute intent. Why does this matter? According to LinkedIn’s research, candidates who follow up within 24 hours are 50% more likely to receive a positive response. But almost no one does it well. 👉 Here’s the exact type of follow-up I teach my students to send (that actually works): Subject: Thank you for the opportunity Hi [Interviewer’s Name], Thank you for meeting with me today. Our discussion about [specific project, e.g., Infosys’ new fintech initiatives] made me even more excited about the possibility of joining your team. I wanted to add a quick thought: Given my experience leading my college’s coding club and developing a payments app for over 2,000 users, I believe I can quickly add value to [Company]’s [specific goal or project]. If there are any further steps I can complete or details I can provide, please let me know. Looking forward to the next steps! Best, [Your Name] Why did this work? 1️⃣ It’s specific (mentions a company project or problem). 2️⃣ It ties the candidate’s unique value directly to the company. 3️⃣ It’s proactive and genuine, not “just checking in.” The post-interview silence is where most opportunities die. But also where a single message can reopen the door. 💡 My tips for you: ➡️ Always send a tailored follow-up within 24 hours. ➡ Reference the interview and your own strengths — show you remember, you care, you fit. ➡ Keep it short, real, and focused on THEM (not just you). If you want to turn interviews into offers, don’t just prepare for the questions. Own the moments after you leave the room. #interview #interviewtips #interviewpreparation #careergrowth

Maybe you're being ghosted, or maybe you have no idea how to follow up with a recruiter. Either way, you’re in the most exhausting part of the job search: the waiting. Now that the interview is over, you’re refreshing your inbox, waiting for a sign. Days pass, then a week or two. You replay your answers, wondering if they disliked your cover letter or found you too intense. You worry about seeming too eager if you follow up or disinterested if you don’t. You write a message, delete it, and check their LinkedIn, hoping for clues about your status. In my book, I tell people to use a system I call 6–6–6. It’s not magic. It won’t get you the job if they’ve already made up their mind. But it will give you structure. And when you’re in limbo, structure is everything. Here’s how it works: If the recruiter or hiring manager doesn’t follow up when they said they would, you follow up three times. Each time, you wait six days in between. Then you let it go. Not six hours. Not two days. Six days. Enough time for them to catch up. Enough time for you to reset. Enough time to remind your nervous system that this is just a process, not a judgment on your worth. I like this system because it helps people manage their energy. You don’t waste ten days second-guessing your tone or wondering if you should circle back “one more time.” You set a timeline for yourself, and then you stick to it. You don’t keep following up forever. You follow up like a professional: three times, six days apart, then move on. Sometimes people ask, “But what if they respond after the third message?” Great. Then you respond. The 6–6–6 rule isn’t about closing doors—it’s about protecting your time. You don’t owe a company infinite access to your attention. You don’t keep begging just because they haven’t said no. You don’t sit in inbox purgatory hoping for validation. If they want to hire you, they’ll tell you. And if they don’t? You’ve reclaimed your momentum. Silence during the job search doesn’t mean you’re doing it wrong. It just means you’re between inputs. Between the ask and the answer. And instead of letting that space consume you, you can fill it with structure, strategy, and the reminder that waiting is work, too. So, if you’re stuck in the post-interview void, try the 6–6–6 method. Not to get the job. To get your life back.

We recently interviewed a candidate who truly stood out following their final interview. After meeting with a panel of four interviewers, they took the time to send personalized thank you notes to each panel member. In every note, the candidate referenced a specific question or insight shared during the interview - it was a 5 star demonstration of attention to detail. Thank you note or not, she would have received an offer, so the level of thoughtfulness was the cherry on top for an incredibly qualified candidate. It wasn’t just about ticking boxes—it showed engagement, professionalism, and the kind of soft skills we look for in a great hire. When it comes to thank you notes, here's a rundown of best practices: Do: - Send your thank-you note within 24 hours. - If you had a panel interview, personalize each message—mention something unique from each conversation. - If you have the hiring manager’s (HM) email, feel free to send the note directly. If you don't, email the recruiter to ask AND include your note to forward in the case they can't provide it. - Use the thank you note as an opportunity to reinforce an area in which you felt wasn't your strongest, or to answer a question you may have not been able to nail in the moment. Don't: - Send a copy-paste thank you note [the two line, generic message that's sent about 90 seconds after an interview doesn't hold a whole lot of weight]. Recruiters and hiring managers, what qualities make a thank you note stand out to you? #recruitmentrevealed

I’ve seen this happen way too often — my clients apply for a role, interview well, then… silence. No update. No rejection. Just ghosted. And that’s when the doubt creeps in: “Should I follow up? What if they think I’m desperate?” Here’s the truth: Following up isn’t pushy — it’s professional. The trick is how you do it. After years of helping job seekers land interviews, here’s the 3-Email Follow-Up Strategy that actually works: Email 1: The “Thank You & Reinforce Fit” (within 24 hours) Keep it short. Show gratitude, mention one key point from your conversation, and reaffirm your enthusiasm. Example: “Thank you for today’s interview. I really enjoyed learning about your team’s work on [project name]. I’m confident my background in [relevant skill] would allow me to add real value.” ✅ Why it works: Shows professionalism + reminds them you get the role. Email 2: The “Gentle Nudge” (after 5–7 days) This is where most people give up — but a polite check-in keeps you top of mind. Example: “I wanted to follow up to see if there’s any update on my application. I’m still very excited about the opportunity and happy to share any additional info that would help with your decision.” ✅ Why it works: You’re persistent, not pushy. Email 3: The “Final Check-In” (after 10–12 days) If there’s still no response, end gracefully but leave the door open. Example: “I understand the hiring process can take time, so I completely respect that. I’d still love to stay connected in case future opportunities arise that align with my background.” ✅ Why it works: You leave a positive final impression — and recruiters remember that tone. I’ve had clients who got interview callbacks after the third email. Not because they were the most qualified — but because they were the most thoughtful. Persistence pays. You just need to sound confident, not clingy. #JobSearch #CareerTips #InterviewTips #FollowUpEmail #CareerCoach

𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝘁𝗼 𝘀𝗲𝗻𝗱 𝗮𝗻𝗼𝘁𝗵𝗲𝗿 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿? 𝗥𝗲𝗮𝗱 𝘁𝗵𝗶𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝗶𝘁 𝗯𝗮𝗰𝗸𝗳𝗶𝗿𝗲𝘀. Yes, following up after an interview matters. From my conversations with recruiters and talent acquisition professionals, I can tell you this- 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗱𝗼𝗻'𝘁 𝗵𝗮𝘁𝗲 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽𝘀. Most of them actually appreciate a well-timed reminder. It shows you're interested. But there's a version of following up that gets you the job and 𝗮 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝘁𝗵𝗮𝘁 𝗴𝗲𝘁𝘀 𝘆𝗼𝘂 𝗿𝗲𝗷𝗲𝗰𝘁𝗲𝗱. Let me tell a 𝗿𝗲𝗮𝗹 𝘀𝘁𝗼𝗿𝘆 𝘀𝗵𝗮𝗿𝗲𝗱 𝗯𝘆 𝗮 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝗳𝗿𝗶𝗲𝗻𝗱. One candidate attended the interview and received a clear update about his interview status. But he didn't stop there. Three update emails a day. Multiple days in a row. Even added that he had other offers waiting and needed an answer now. Unfortunately, hiring doesn’t work that way. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗮𝗿𝗲𝗻’𝘁 𝘁𝗵𝗲 𝗳𝗶𝗻𝗮𝗹 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗲𝗿𝘀. Then he emailed the Recruiting Head directly. He checked with the hiring team, confirmed the candidate had already been updated multiple times, and guess what? 𝗧𝗵𝗲𝘆 𝗿𝗲𝗷𝗲𝗰𝘁𝗲𝗱 𝗵𝗶𝗺 𝗶𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲𝗹𝘆. 𝗠𝗮𝗻𝘆 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗼𝗻’𝘁 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. It's not just about them. Recruiters are managing multiple roles, candidates, stakeholders, approval chains, and timelines you'll never see. Your application hasn't disappeared. It's sitting in a queue with 100 others, waiting for a few people's calendars to align. When you 𝗰𝗿𝗼𝘀𝘀 𝘁𝗵𝗲 𝗹𝗶𝗻𝗲 𝗳𝗿𝗼𝗺 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽 𝘁𝗼 𝗱𝗲𝘀𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻, you're not showing enthusiasm. That patience isn't part of how you operate. And 𝘁𝗵𝗮𝘁'𝘀 𝗮 𝗿𝗲𝗱 𝗳𝗹𝗮𝗴 𝗻𝗼 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝘄𝗶𝗹𝗹 𝗶𝗴𝗻𝗼𝗿𝗲. So, 𝘄𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘄𝗮𝘆 𝘁𝗼 𝗳𝗼𝗹𝗹𝗼𝘄 𝘂𝗽? ✅ Up to three follow-ups in seven days — maximum. ✅ Space them out — Day 3, Day 5, Day 7. ✅ Keep them short, professional, and polite. ✅ After that—𝘀𝘁𝗼𝗽. 💡 𝗣𝗿𝗼 𝘁𝗶𝗽: Recruiters remember how you behaved when things weren’t in your control far more than your perfect interview answers. 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝗶𝘀𝗺 𝗹𝗲𝗮𝘃𝗲𝘀 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗶𝗺𝗽𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝘁𝗵𝗮𝗻 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲 𝗲𝘃𝗲𝗿 𝘄𝗶𝗹𝗹. ♻️ 𝗥𝗲𝗽𝗼𝘀𝘁 to help someone avoid this mistake. 👉 𝗙𝗼𝗹𝗹𝗼𝘄 for more career strategies and insights. (Disclaimer: The message and email addresses are fictional, but the incident is real. AI-generated for content purposes only.)

Most hiring decisions happen in the first 10 minutes after an interview. That's the problem. Just watched a strong candidate get rejected. Not because of skills. Not because of experience. But because the hiring manager "had a feeling." Feelings don't build great teams. Structure does. Last week, I ran a debrief for a VP search. The loudest voice started with "I just didn't click with her." I stopped him. Made everyone score the candidate against our predetermined criteria. Made everyone share concrete examples from the interview. Made everyone justify their ratings with evidence. The "gut feeling" disappeared. The candidate moved forward. Unstructured debriefs create chaos: 📛 The loudest voices dominate  📛 Recent interviews get inflated ratings  📛 Bias creeps in through "culture fit" comments  📛 First impressions override actual qualifications Strong recruiters control this process. They don't just schedule interviews.  They don't just collect feedback.  They drive structured decision-making. No feelings. No vibes. No guesswork. Just clear criteria and evidence-based discussions. Your hiring success isn't determined in the interview. It's determined in the debrief. And if you're not controlling that conversation, someone's bias is. #Recruiting #ExecutiveSearch #Hiring #Leadership

Crafting the perfect follow-up email after an interview can be a bit of a tightrope walk, right? You want to show you're keen, but not over-eager; professional, yet still personable. So, when’s the right time to hit send? For many of us, especially those with a neurodivergent brain, this waiting period can send anxiety levels soaring. Was that joke you made a hit, or was it the awkward "laugh" at the interview. Here’s the thing: most people don’t bother with follow-ups, but if you do, you’re already ahead of the game. Take a bow! Here’s some "take-it-or-leave-it" advice to help you nail it 👇🏻: ➤ Industry norms suggest waiting a week before following up, but if you know it’s a quick process, send your email in the morning. Give yourself time to craft the perfect message. (ADHDers, take a breath before you hit send, proofread first!) ➤ Keep your follow-up concise, friendly, and upbeat. Start by thanking them for the opportunity and conversation. If there’s a job reference number, include it. ➤ Mention a specific detail from the interview to jog their memory. For example, "I really enjoyed our discussion about X." ➤ For neurodivergent job seekers, no need to directly mention it, but you can subtly highlight your strengths like "Creative Problem Solving" or "Hyper-Focus on Passion Projects." ➤ The waiting game is tough, but there’s a fine line between being persistent and being pushy. ➤ Don’t rely on AI to craft it, but if you do, make sure it sounds like *you*, not a robot. ➤ Always include the reference number from the job advert or the number for that vacancy. Do you usually send a follow-up after an interview? #LinkedIn #Neurodiversity #ADHD #Career #Jobseekers

As someone who has been in the hiring sphere for quite a while now, I've noticed that a common mistake people make in their interview process is not following-up appropriately after the interview rounds. Mastering the follow-up is your key to staying on the radar with potential employers. Here's a personalized guide of what to do and what to avoid to make your post-interview communication stand out! DO’s: ✅ Send a THANK-YOU EMAIL within 24-48 hours after the interview to express gratitude for the opportunity. ✅ PERSONALIZE your thank-you note by referencing specific aspects of the interview, showcasing genuine interest in the role. ✅ Use the follow-up to provide any additional information or clarify points discussed during the interview. ✅ Maintain a PROFESSIONAL TONE in your communication, ensuring your email reflects your polished and respectful demeanor. ✅ CONNECT with your interviewers on LINKEDIN as a subtle way to express ongoing interest and expand your professional network. DON’Ts: ❌ DON’T FOLLOW UP IMMEDIATELY after the interview; give the hiring team some time to deliberate and make decisions. ❌ DON’T overwhelm the interviewer with MULTIPLE follow-up emails. A concise and thoughtful message is more effective. ❌ DON’T DEMAND IMMEDIATE UPDATES on the hiring process. Instead, express your continued interest and inquire about the timeline politely. ❌DON’T send a GENERIC THANK-YOU NOTE. Tailor your message to the specifics of the interview to make a lasting impression. ❌DON’T send a GENERIC LinkedIn connection request. CUSTOMIZE THE MESSAGE to remind them of your meeting and express your eagerness to potentially work together. Remember, following up after an interview is an opportunity to reinforce your interest and leave a positive impression. Thoughtful and considerate communication can set you apart in the competitive job market. Good luck!

Post-Interview Spiral? Read This. You walked out of the interview… And now your brain is like: 🌀 “Did I talk too much?” 🌀 “Should I follow up?” 🌀 “They said they’d get back to me — is it too soon?” 🌀 “What if they ghost me?” Let me stop you right there. Post-interview anxiety is real. But spiraling won’t get you the job. Strategy might. Here’s what to do instead: ✅ Within 24 hours: Send a real thank-you note. - Not the robotic “Thanks for your time.” - Mention something specific from your convo. - Remind them why you're excited. Leave them with a lasting impression. ✅ Haven’t heard back in 5–7 business days? Follow up. - Not to beg. Not to chase. - Just to check in like the thoughtful, professional human you are. Try something like: “Hi [Name], hope you’re doing well. I’ve been reflecting on our conversation and wanted to check in. I’m still excited about the opportunity and happy to share anything else the team might need. Any updates on next steps?” Clean. Calm. Confident. That’s the energy. ✅ And if they ghost you? That’s not failure. That’s data. It says more about them than it does about you. You didn’t miss out on a job. They missed out on someone who actually gave a damn. You did your part. Now protect your peace, prep for what’s next, and keep moving forward! The next company will be LUCKY to have someone like you on their team. — Follow me, Erica Rivera, CPCC, CPRW, for real-world career strategy, job search sanity, and bold advice that gets you hired—without the burnout.

Three ways to follow up after an interview (even if you’re worried you’ll seem like a pest)… You had a great interview. They said they'd get back to you "next week." So you wait. Watch a week pass. And wait some more… Too terrified to follow up because you don't want to seem pushy. What if they think you're desperate? What if you annoy them and they change their mind? So you sit there. Checking your email every ten minutes. Refreshing LinkedIn to see if they've been active. And the longer you wait, the more your chances slip away. You're worried about being "too much," but all you’ve become is forgettable. They're not sitting around thinking about you. They've forgotten half of what you said. And that silence you're hearing? It's not them carefully considering your candidacy. It's them being busy and distracted. So, what’s the solution? My client, Lisa, could tell you. She interviewed with a data analytics firm. Had a great conversation, the hiring manager was impressed and said he'd have an answer the following week. Instead of waiting and hoping, Lisa went home and created a quick work sample demonstrating what she could do using a tool they’d discussed. Took her 10 minutes, tops. No begging. No "just checking in." Just proof of her thinking. She sent it that evening. Got an offer the next morning. Here's how to follow up without looking desperate: Send value, not questions. Don't ask when they'll decide. Send something that helps them decide. Three options that work: 1. A relevant insight 💡An article or trend that speaks to their challenge. Shows you're thinking about their business. 2. A mini work sample 📈 Like Lisa did. Quick and dirty is fine. Just useful. 3. A strategic question 🙋🏼♀️ Not "when will you decide?" But "have you considered this angle?" Hiring managers don’t really know what they’re doing. They're second-guessing themselves, worried about making the wrong choice. When you follow up with proof instead of pressure, you're making their job easier. Giving them confidence in their decision. Showing them what working with you would actually look like. Stop being afraid of looking pushy. Start being afraid of being forgettable. What's the most valuable follow-up you've ever received after an interview? Follow Gwen Gayhart for more on finding meaningful work after 50.