Why You Didn’t Get the Job (Even If You Could Do It)And What I Learned as a Recruiter Along the Way

Why You Didn’t Get the Job (Even If You Could Do It)And What I Learned as a Recruiter Along the Way

Early in my recruiting career, I placed a sharp candidate in front of a great company—an insurance firm in Chicago that needed an Audit Manager. On paper, she was perfect: strong technical skills, solid experience, and a calm, analytical approach. The role wasn’t exactly what she’d envisioned for her next move, but I encouraged her to go to the interview and explore it with an open mind.

She went. The conversation with the audit director was thoughtful and wide-ranging. But walking back to her office afterward, something shifted. She kept replaying parts of their discussion in her head: the long-term growth of the department, the leadership style, the challenge of elevating internal controls in a complex environment. Suddenly, it clicked. This was exactly the kind of strategic, people-facing role she had wanted all along.

She called me later that day and said, “I think I really want that job.”

But it was too late.

The client passed. The feedback? “She seems like she could do the job. But I’m not sure she wants to do the job.”

That experience stuck with me—for two reasons.

First, I didn’t do a good enough job prepping the candidate. Maybe I was still learning the ropes. Maybe I didn’t press the client hard enough for a real picture of what success in that role looked like. Either way, I failed to help her connect the dots before the interview.

Second, the candidate went into the meeting neutral—curious, but not committed. And in a competitive job market, that’s a tough place to be. The truth is, it’s not enough to prove you’re capable. You also have to show you care. Hiring managers want to hire people who want to be there.

What I Tell Candidates Now

These days, I always share this story. And I give two clear pieces of advice:

1. Go into the interview ready to win the offer. You can always say no later. But if you don’t bring your best effort and intention to the conversation, you may never get the chance.

2. Make it clear that you want the job. Say it out loud. Show it in your energy, your questions, your follow-up. Let them know you’re not just qualified—you’re excited.

And on my side, I’ve leveled up too. I make sure I understand not just the job description but the career arc, the culture, and the unspoken expectations of the role. Because it’s my job to give candidates the full story—before they walk into the room.

We’ve all learned something here. And we’re better for it.