Time Is Not In A Bottle…
Time Kills All Deals
If there’s one universal truth in recruiting — one principle that applies to both sides of the table — it’s this: time kills all deals.
Momentum matters. Communication matters. And in a hiring process, urgency is everything.
Candidates: Speed Signals Seriousness
If you’re a job seeker, your actions are constantly communicating — whether you realize it or not.
When a recruiter or hiring manager reaches out, how quickly you respond tells them a lot about you: your interest, your professionalism, and your readiness to engage.
Let’s be blunt:
Responding to outreach two days later in today’s market is the professional equivalent of leaving someone on “read.”
You don’t have to drop everything and respond within 30 seconds, but you do need to operate with intention.
A few examples of where candidates lose momentum:
Taking days to reply to an interview request.
Delaying a resume revision or requested follow-up material.
Failing to confirm availability or provide feedback after an interview.
Each delay sends an unintended message: “I’m not that invested.”
Meanwhile, the candidate who replies within hours, who proactively follows up, who communicates clearly and consistently — they stand out. They’re showing urgency, curiosity, and respect for the process. That energy translates directly into how they’re perceived as a future employee.
Speed doesn’t just show interest; it demonstrates readiness.
Recruiters and Hiring Managers: Your Clock Is Ticking Too
Now, let’s flip the script.
Because urgency isn’t just a candidate problem — it’s an employer one too.
If you’re a hiring manager or recruiter, and you’re sitting on candidate feedback for a week, or ghosting candidates between interviews, or allowing the process to stall because you “got busy,” you’re not just slowing things down — you’re damaging your employment brand.
Every delay erodes trust. Every gap in communication creates doubt.
And in a tight job market — where strong candidates often juggle multiple conversations — silence is rarely neutral. It’s loud. It’s noticed. And it usually drives talent elsewhere.
There’s no excuse for going dark.
If you value the candidate experience, your interview process should move — week by week, step by step. Even a quick check-in (“We’re still finalizing next steps”) keeps candidates engaged and preserves your reputation as a responsive employer.
The Momentum Equation
Here’s the truth most people miss:
Recruiting is not just about finding the right match — it’s about maintaining momentum.
The best hiring processes feel like collaboration, not interrogation.
They have rhythm, structure, and pace.
When both sides are engaged, communicating, and acting with urgency, it feels like partnership.
When one side drags, it feels like rejection.
Time isn’t neutral in this equation. It either builds energy or drains it.
The Bottom Line
Hiring is human. Humans thrive on feedback, responsiveness, and clarity.
If you’re a candidate — respond fast, follow up, and stay visible.
If you’re an employer — communicate clearly, move decisively, and keep the process alive.
Because when time drags, enthusiasm fades.
And when enthusiasm fades, opportunity dies.
Time kills all deals. Don’t let it kill yours.