offers & opinions

the point of this newsletter is to be short and to the point with as little fluff as possible.

let’s get to it

open role: account executive

• series a with $12M in funding and $16M+ in ARR

• they grew by $7M in 2024 and have already grown by $8M in 2025..

• currently a team of 7 AEs (2 of which just started) and looking for 2 more

• reports to the vp of sales, who has all the success with none of the ego

interested? apply here

active candidate: founding marketer

• 10+ years of experience, 5 as a head of marketing

• last 2 products were devops and infrastructure, both $50M+ in ARR

• product marketer at their core, with demand gen as a secondary strength

• they left their last org in late Q1 and want to land somewhere this summer

want to chat with them? email me

penny for my thoughts: ghosting is for losers.

business is busy and hiring/job searching takes more time, energy and effort than you’d think and more often than not this leads people to some form of inaction.

avoiding followups, missing debriefs and ultimately ghosting the other end of the line because you’re avoiding the inevitable bad news or you simply “don’t have time.”

I know you’re busy but you’re lying to yourself if you think ghosting someone is the more efficient route.

the reality is, it takes more time to ignore someone than it does to send a quick response. A short, clear “We’re moving forward with other candidates” or “I’ve decided to pursue other opportunities” takes 15 seconds.

but ghosting? takes forever and always takes more time and is wildly more distracting.

ghosting isn’t just inefficient. it’s lazy and unprofessional.

hiring managers:

if a candidate takes time to apply, prep, and spend 30–60 minutes talking to you about their background and your company, the least you can do is send a 2-3 sentence (automated) follow-up.

You don’t have to write a novel. You don’t owe detailed feedback. But you do owe an answer.

brene brown says, “clear is kind” and “unclear is unkind”

dragging out the decision doesn’t help anyone. if you know a candidate isn’t the right fit, let them know. if you need more information, schedule another call. but don’t leave people hanging under the guise that “you need to debrief with the team” or some other empty excuse.

they’re not a fit? own it and move on.

need more info? own it and move on

candidates:

same thing. ghosting a recruiter or hiring manager just makes you look bad. when you’re already in a place with little leverage, shooting yourself in the foot with poor comms or lazy outreach? not great, bob. .

not replying after you’ve asked for time, skipping interviews without notice, going dark once you’ve gotten what you want.. all of that gets remembered and I promise you hiring managers remember it all

I’ve had candidates ghost me after they reached out. I had someone in Q1 book an interview with a client and then no show and never get back to me or the hiring manager as to why. fast forward to last week they want to pick up the convo.

when I asked why they ghosted me earlier in the year? they were busy.

sucks. should have been upfront and replied within, you know, the last 6 months?

follow-through matters and I’m not putting haphazard candidates in front of my clients.

anyway - rant over

TLDR: ghosting is for losers

hit reply. slam the keyboard. hit send.

but hey, you probably have more important things to do..

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