Ghosting is when a company stops responding to a candidate mid-process — usually after one or more rounds — without explanation. It is extraordinarily common. And it is one of the most expensive mistakes companies make in hiring.
In a 2025 survey of 2,000 job seekers, 78% reported being ghosted by at least one company in the previous 12 months. Of those, 65% said they would not apply to that company again. 41% said they had warned at least one other person in their network not to apply.
Every ghost is a brand event. You just do not see it happen.
It is almost never malicious. It is usually one of these:
Volume. When you receive 400 applications for a role, communicating with all of them feels impossible.
Indecision. The process stalls internally — budget freeze, reorg, hiring manager leaves.
Discomfort. Sending a rejection email feels bad. Especially after multiple rounds.
Each of these is understandable. None of them is acceptable.
The candidate you ghosted after three rounds? They have a network. They work in your industry. They might be your customer. They might be at your next employer.
The recruitment industry runs on word of mouth. Your reputation with candidates is your brand in the talent market.
Closing the loop with every candidate does not have to be hard. It does not have to be long. It just has to be something.
"We have decided not to move forward with your application. Thank you for your time." Fifteen words. Sent the day the decision is made. That is the minimum standard.
Platforms like Loopback exist because that minimum standard is not being met. Companies that respond consistently find their employer brand improves. Their Loopback score goes up. The candidates they reject become advocates rather than detractors.