The initial introduction to Tebra started great. The recruiter was very engaging and did a phenomenal job selling the company. The hiring manager and the interview panel were prepared and knowledgeable about the position and respective teams. However, after the team had identified the selected candidate, the experience declined. In all fairness, there is only one role and one person to fill it; however, the recruiter's job is to manage the candidate's experience from START to FINISH. Recruiting 101: - Manage the interviewer's expectations; give yourself a buffer between the debrief date and the date you communicate the candidate can expect to receive feedback. Generally, debrief and disposition dates don't coincide. When you manage expectations realistically, you own delivering the outcome versus the process and lack of communication making the decision obvious. - Don't send a generic, canned email that someone who had only submitted a resume would receive. If you can't connect with the person via phone, personalize the email to reflect the appropriate step in the process, thank the person for their time, tell them the team enjoyed meeting with them, etc. - Your interactions leave a lasting impression of the company overall - when done well, it just boils down to one role, one person.