The data companies never give you

Last week we were briefed on two new roles. 

On paper, it looked fantastic. High-growth company, clear timeline to hire, fantastic salaries - what’s not to like?

Five minutes after we jumped on a call to discuss the positions in more detail, I sent them an email. I declined the opportunity to take on the search. 

Here's what they'd buried in the small print

Role one: 40+ candidates had been through the first round. Not a single one had passed.

Role two: Three separate offers had been made. All three declined. Oh - and they had a protected list of 50+ profiles we weren't allowed to touch.

Recruitment works on a success-based basis (if we don’t fill the role, we don’t get paid) so I have to be hyper-sensitive to red flags and these were plentiful. 

Why had nobody cleared round one? How rigid was this process - and was I about to throw resources at something unwinnable?

Why were candidates walking away from offers? What did they know that we didn't?

If 50+ profiles had already been assessed and rejected - who exactly was left?

From my side, I felt like this wasn’t a one-off or a bad run. This was a clear pattern. 

Here's what shocks me.

This kind of intelligence - the stuff that shapes whether a process is worth your time - almost never reaches candidates.

You're handed a job spec and a first-round slot. That's it. The implication is that you have to give your time to turn up and impress.

But imagine you had two interviews lined up next week - Company A and Company B. You'd probably split your prep 50/50.

Now imagine I told you this:

Company A — role has been open 8 months. 13 first-round interviews scheduled. No one has cleared the task stage. Six rounds total. Sign-off to hire is unclear.

Company B — brand new role, triggered by a client win. Two candidates in process. Decision needed in two weeks. Three rounds.

Would you still split your prep down the middle? Would you even show up for Company A?

The data changes everything. And you're almost never given it.

So ask for it.

Interviews run both ways. You are evaluating them as much as they're evaluating you. Act like it.

These questions are completely normal to ask - and the answers will tell you everything:

→ When do you need someone to start by?

→ What does the interview process look like?

→ How long has the role been open?

→ Is this a new position or a replacement - and if a replacement, why did the last person leave?

The answers won't just help you prep. They'll help you decide whether the opportunity is worth your energy at all.

QUICK ONE: I am in Kathmandu, Nepal 🇳🇵 for the Easter Break. Does anyone have any recommendations for food, sights or things to do? Hit reply - I'm reading everything.

One more thing…

This is exactly the kind of intelligence that separates the candidates who move fast from the ones who spend six months stuck in the wrong processes. Most of it never gets spoken about.

That's the whole point of this newsletter.

The paid tier goes deeper. When you upgrade, I record a personalised Loom video reviewing your LinkedIn profile.

Not a template. Me, screen-sharing your actual profile, telling you exactly what a recruiter sees - and what to fix.

Book your slot for the video review here 👈🏻

I'll have your review back within 48 hours. You'll also get access to all archived premium content and the Outreach Script Pack to help drive your search forward.

In the meantime, here’s our live roles for the week…

Live Roles - APAC and MENA

For full JDs and more information, please direct CVs to [email protected] with the preferred role in the Subject Line.

Due to the volume of applicants we receive, we are only able to respond to those who match the criteria.

APAC

MENA

Please allow longer time for replies and responses while we work with our partners to establish the current status of processes in the ME.

If you think anything here might be a fit for someone in your network, please feel free to share!

Thanks for reading and see you next Thursday.

- Charlie.

Global CEO, MCG Talent.