Balaji Kummari’s Post

Do follow up emails make you look desperate? I highly recommend sending follow emails, as long as you say the right things. Following up after your interview, makes you look interested and shows that you value the opportunity. That matters a lot more than you think. Companies want people who take initiative, follow through, and actually want the role. Many candidates apply, interview, and don't want the job (let's be honest, you've interviewed with companies before where you knew if you took the job you'd leave it as soon as something remotely better came along). So following up thoughtfully makes you stand out. Remember their team is hiring because they have more work than they do people. They're being pulled in so many different directions so be that helpful push notification to stay on their radar. A follow up doesn't make you look desperate, it helps the hiring teams refocus and move the hiring process along. If you need some direction on what to say, I created free follow up email templates. I will link it down below!

I know it’s frustrating, when as a candidate you’ve followed up once twice, maybe thrice, and still there's no response. Not the best feeling, I get it, But here’s the honest side of it: Sometimes it’s not intentional. Things move fast internally, roles get put on hold, priorities shift, hiring managers go silent, or decisions just, take time. And in between all of this, my LinkedIn DMs, mailbox, WhatsApp, Slack, call logs, everything is flooded most of the time. It genuinely gets difficult to get back to everyone. Not an excuse, just the reality. We do try to respond and update as many candidates as we can, it just doesn’t always happen as quickly as we’d like. There are also days where it’s back-to-back calls, interviews, coordination… and replies get pushed. Not saying it’s right. Just saying there’s usually a lot happening behind the scenes. That said, a follow-up is always okay. It actually helps us circle back faster sometimes. If you’ve ever been on the waiting end, I get it.

Thank-you emails stopped being a differentiator the day everyone started sending them. Hiring managers get ten identical follow-ups after every interview. Same gratitude. Same excitement. Same structure. Yours reads like everyone else’s. The follow-up that gets remembered solves a problem the hiring manager mentioned. Share an article. Offer a framework. Suggest a connection. Show them you’ve been thinking about the job since you left the room. This changes how they read you. You’re not just interested. You’re already thinking like someone who works there. What’s worked for you? Let’s hear it in the comments.

This is a great reminder about the purpose of an interview follow-up note. Read this before you write your next Thank You note.

Most candidates think follow-up emails are about politeness. (But the best candidates know they’re about positioning!) After a strong interview, you’re no longer trying to prove you’re qualified, you’re helping the hiring team justify choosing you. A high-level follow-up doesn’t recap your resume or repeat what you already said. It does three things: • Reinforces a key business problem you heard • Connects your experience directly to solving it • Reduces perceived risk (execution, communication, ownership) That’s it. Because at this stage, decisions aren’t made on who’s “impressive.” They’re made on who feels easiest to say yes to. If your follow-up reads like every other candidate’s, it’s not helping your case. If it makes the hiring manager think, “they already sound like part of the team,” you’ve done it right. #JobSearch #InterviewTips #CareerGrowth #Hiring #Recruiting

Should companies send automated rejection emails after a candidate has interviewed, especially on a weekend? I get it… Automation helps teams move fast and stay organized. But from the candidate side, it can feel a little different. You’ve prepared. You’ve taken time to interview. You’re hopeful. Then a rejection hits your inbox… Saturday morning or Sunday afternoon. No context. No feedback. Just a template. It raises a bigger question: 👉 Is speed more important than experience? 👉 Or should timing and delivery matter just as much? Personally, I don’t think this is a simple yes or no. It probably depends on a few things: • The stage of the process • The level of the role • Whether a real conversation already happened But one thing feels consistent: If someone invested time to interview, they deserve a thoughtful close to that experience. Even a short, human message can go a long way. Curious where others land on this 👇 Should companies send automated rejections after interviews on weekends? 👍 Yes 👎 No 🤔 Depends

It has been a week since you interviewed You still haven't heard back Send this follow-up note: Hi {Name of Recruiter}, I really enjoyed my conversation with {name of the person you met with} last week and appreciated learning more about the team's focus on improving {insert specific initiative(s)}. The role at {Company Name} continues to feel like a great fit. Have been any updates on next steps? I completely understand that this process may take time, but I'd love to stay in sync on the timeline as I continue my interview process with a couple of other companies. Thank you again for all of your efforts behind the scenes. I know these processes take a lot of internal coordination on your end. Please do not hesitate to reach out if I can ever return the favor, even connecting you with someone on my network who might be a good fit for another role you're recruiter for. Thank you again, {your name} ____ I can't promise this will always lead to an immediate next steps, but I have seen notes like this: • Get faster responses • Build a stronger relationships • Make you hard to ignore (no more ghosting) Even if the Recruiter doesn't have an update. Because it: • Acknowledges their work and time • Still reinforces your interest • Offers to to help them, too Sending you good vibes for your next interview, friend!

𝗔𝗿𝗲 𝘆𝗼𝘂 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗲𝘀𝗲 𝟭𝟬 𝘁𝗵𝗶𝗻𝗴𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘄𝗮𝗹𝗸𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗮𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄? 1. Review the leadership team’s LinkedIn profiles. 2. Research competitors and revenue streams. 3. Study the website, projects, and positioning. 4. Google the company and gather market insights. 5. Speak to people who have worked there before. 6. Use ChatGPT, Claude, or Gemini for extra research. 7. Review financials if public information is available. 8. Check LinkedIn activity and company updates. 9. Review social media and overall brand presence. 10. Prepare notes and key interview questions. This is important for me and for every candidate I work with. Too many people leave interviews without asking important questions about the company, leadership, or the role, then start the job and experience something completely different. Ask tougher questions. Interviews are a two-way conversation. Otherwise, you’re wasting your own time honestly. Is there anything you think I’m missing?

One piece of advice I’d give to anyone speaking with a rec2rec ... Treat your conversation similar to an interview… ( To a certain degree ) It's the information that matters Be prepared with: 💫 Your numbers, metrics & the processes behind ✨ Your motivations and your “why” 💫 What’s worked well & what hasn’t 💫 What you’re really looking for & why If you can't explain your billings, metrics, or much detail about how you run your desk, I'll be honest... it doesn't exactly fill me with confidence! 😶 A Rec2Rec isn’t just ticking boxes; we’re representing you to the market, and you’re also representing us in return. While we don’t make the final hiring decisions, how you come across to us can absolutely influence which companies we feel confident putting you in front of. The more clarity, self-awareness, and detail you bring to that first conversation, the better positioned we are to help you land the right opportunity!