Comment by kulahan
3 days ago
Imagine being a recruiter, seeing someone genuinely interested in the position (or at least willing to put in the effort to make it seem that way), and getting annoyed rather than hyped. You in the wrong line of work, brother.
I presume the previous poster is one of many interviewers, not the recruiter.
As an interviewer myself, I get where they're coming from. My email is not shared with applicants, so finding it requires some stalking or at least digging me up on LinkedIn. By the time they reach out, I've already put in my notes, and any final decision is out of my hands. So while I'm not going to hold it against them, it's not a particularly useful move on the candidate's part either.
As an interviewer, you should be aware that there is a split on advice given on this topic. Half of the folks say to send an email, and half say not to. Several recruiters have told me that, all things being equal, a company will take the person who seems most interested in the job.
The obvious solution is to just send half an email!
1 reply →
There's no consistent advice for anything related to interviewing or getting jobs.its a mess
Not quite in job interviews, but when I'm selling to a client, I just ask in the interview if it is okay, if I connect with them on LinkedIn. Some say yes. Others say no.
Should work in a job interview setting as well.
It also has the benefit of giving me a signal. Usually if the interview went well, the interviewer will happily agree to be connected. If not, you'll see either a refusal or subtle body language indicating discomfort with the connection. And you can then form your own conclusions about the probability of getting an offer before the firm gets back to you (or often ghosts you.)
Use every signal your prospect gives you.
For your email perhaps it is hard to find. At many companies it is attached to the Teams/Zoom invitation
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