Job Hunting Fatigue: Lessons From the Interview Loop
Finding a new role is rarely straightforward. For some, the search is less about skills and more about navigating a hiring process that feels unnecessarily drawn out, or at times, confusing.
One software engineer recently shared their journey online after losing their job and going through 50–60 applications and interviews before finally landing a new role. Their reflections hold useful lessons for anyone currently in the market.
What they experienced
- Applications sent: around 50–60
- Interviews attended: over 50
- Ghost jobs or endless interviews: 60–70%
- Roles closed mid-process due to “budget problems”: 15–20%
- Actual rejection with feedback: just 1
- Dropping out of processes due to frustration: 10%
The numbers say it all. For many candidates, the challenge isn’t only about getting in front of the right hiring managers. It’s also about identifying which opportunities are genuine, structured, and respectful of their time.
Lessons candidates can take away
- Ask about the full interview process early. If a recruiter can’t give a clear answer, or you hear “a few” without detail, proceed with caution. Long interview loops aren’t always bad, but if the process stretches past five stages without clear explanation, it may be worth reconsidering your time investment.
- Research the company’s hiring reputation. Platforms like Glassdoor give an unfiltered view of how candidates experience the process. A pattern of feedback about unclear or excessive interviews can be a sign that you may face the same.
- Consider how long the job has been open. A role that’s been live for months can sometimes mean the process is stuck or the need is uncertain. On the other hand, in specialist industries with niche skill requirements, it can simply reflect how hard it is to find the right match. Asking the recruiter why the role is still open will usually give you clarity.
What this means for job seekers
The hiring landscape is not always fair or transparent. Candidates should feel empowered to ask questions, evaluate whether an opportunity is worth the effort, and protect their time and energy. At the same time, it’s important to recognise that not all delays are signs of poor practice — sometimes the skills required are rare, or the business is waiting on approvals before moving forward.
At Witan Search, we regularly hear stories like this from professionals across industries. It’s why we believe recruitment should be clear, structured, and respectful of candidates at every stage.
This article was inspired by real candidate experiences shared on Reddit.
