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Ever felt like job hunting is just a corporate version of dating? You put yourself out there, tailor your profile, and hope someone sees your value. You refresh your inbox 20 times a day waiting for a response. Then, when you finally get to meet with them – they ghost. Or worse, they seem promising, only to hit you with “We can’t offer what you’re worth, but we hope you’ll still consider us in the future" (the job equivalent of "it's not you, it's me").
The problem isn’t you. It’s the system.
At first, they love you and you're a perfect fit. You get your hopes up, invest time in their process, and then radio silence. Ghosting isn't just a dating phenomenon – it's rampant in hiring. Studies show it happens more often to women and underrepresented groups, often because companies default to hiring people who feel familiar (aka, look like their existing team).
Following up is key, but you deserve reciprocity. If they won’t communicate, you don’t want them anyway. This is why we created our Talent Pool – where you can tell us what you're looking for in a job, and we'll send you matches that meet your expectations. Plus we handle all of the chasing so you don't have to worry about not hearing back.
“We’re like a family.” (So no boundaries?). "Must be willing to wear many hats.” (So you’re underpaying for three jobs?). “Culture fit.” (Looking for golf buddies).
Much like a suspicious dating profile, job postings are full of red flags. But what's worse is that many are also straight-up biased. Many job descriptions are designed to be exclusionary, using language that subtly discourages women from applying. Studies show that women are less likely to apply when job descriptions are loaded with aggressive, competitive language. And then there’s the algorithm problem where AI-driven hiring tools have been caught screening out resumes based on gendered patterns. Amazon famously scrapped one that downgraded resumes with the word “women’s” in them.
This is why we are huge proponents of blind recruitment – where companies see your skills and agree to interview you before they see your name, gender, or background. Just like your besties screen your date's social media profile before you meet with them, we vet all our partner organizations to ensure they are safe spaces that champion women. Girlhood.
Too many of us have been told, “This is the best we can do”, only to find out a male colleague got way more for the same job. The tech industry still pays women significantly less than men - this is our Roman Empire. Not to mention, women are often expected to “prove themselves” more before getting promotions or raises.
Apply for jobs that list salaries upfront, and don’t fall for the 'let’s reassess in a few months' trap. If they can’t pay you what you’re worth now, chances are they won’t later. Oftentimes, working with the right third-party recruiter can help you negotiate the things that matter most – the pay, perks, flexible work, and opportunities you deserve before you sign that offer letter.
We’re doing what we can to change hiring processes. Every single one of our placements last year was a woman in tech, and 69% were women of color. We’re proving that when companies commit to fair hiring, organizations thrive. We can only do so much – real change happens when more companies step up and stop making hiring feel like a broken dating app that works against you, not for you. But until the system catches up, we've got your back.
Team Toast 🥂