As told by Kerry S.

Imagine this: You’ve spent over a decade mastering the art of executive support, honing your skills in high-pressure environments, and becoming the kind of Senior Executive Assistant who anticipates needs before they arise. You’re ready for the next big move – perhaps a coveted role at a multinational bank, one that promises career growth, prestige, and the satisfaction of supporting top-tier executives.

You apply. The interview process is rigorous – five rounds over seven months. You jump through every hoop, impress every stakeholder, and adapt to every maneuver. You’ve researched the company inside and out, tailored your answers to their leadership style, and even imagined yourself in the role, strategizing how you’d streamline operations, manage executive priorities, and bring value from day one.

Then, silence.

No rejection email. No follow-up. No feedback. Nothing. Weeks pass. Then months ans then years.

The sting of rejection is one thing. But being ghosted after months of investment, emotionally, mentally, and professionally, is another level of frustration. It leaves you questioning everything:

• Did I misread their enthusiasm?

• Was I just a backup option they kept on hold?

• Did they fill the role internally but didn’t bother to tell me?

• Was all that effort for nothing?

Worse, you wonder if you should keep hoping. Should you follow up again? Has the hiring manager been too busy, or is the silence their answer?

For an industry that prides itself on professionalism, efficiency, and corporate etiquette, the banking sector (and many others) can be surprisingly careless when it comes to candidate experience. Multinational corporations often tout their values—integrity, respect, transparency—but when it comes to hiring, some seem to forget that candidates are also professionals who deserve basic courtesy.

Ghosting is not just rude; it’s damaging. It wastes candidates’ time, leads to burnout, and discourages top talent from considering the company in the future. If a company can’t extend the courtesy of a simple update, what does that say about their internal culture?

If you find yourself in this situation, here’s how to handle it:

1. Follow Up One Last Time – Send a concise email to your point of contact, thanking them for the opportunity and asking for an update. If you get no response after a reasonable period, move on.

2. Take Back Your Power – Instead of waiting for an answer that may never come, shift your energy toward new opportunities. Remind yourself that a company that ghosts candidates likely has deeper organizational issues.

3. Don’t Take It Personally – It’s easy to internalize the experience, but hiring decisions are often about factors beyond your control such as budget changes, internal politics, or indecisiveness. It’s not a reflection of your worth or abilities.

4. Name (But Don’t Shame) on LinkedIn – Consider posting about your experience in a professional, constructive way (like what I’m doing here!). You might be surprised how many others have gone through the same thing, and it can spark valuable discussions about hiring ethics.

A drawn-out hiring process followed by silence is not just unprofessional, it’s a glaring red flag. If a company treats prospective employees this way, imagine how they treat their actual staff.

So, take the lesson, not the loss. The right opportunity at a company that respects your time and talent is still out there. And when you find it, you’ll be grateful this one ghosted you.