6y
Sorry to rub you the wrong way and thanks for the actionable feedback. We should probably be more consistent about starting our intro messages with a thank for note for taking an interest, and will make sure our messaging is improved going forward.
Unfortunately I'm unclear as to why a simple LinkedIn message and a quick decline to proceed on your part should have incited you to do all of the research and write all of the above, so I'm sorry if there was something else meaningfully negative about your experience that I was not able to discern from your writing.
For anybody else reading this, we put up a few job posts for this role (single hire) on 4/9 and by 4/13 had >200 applicants, about 30% of whom we deemed were qualified based on their resumes. We stopped keeping close count after that but I imagine got to around 400 applicants before we closed the funnel, with >100 qualified. Unfortunately a lot of this is driven by COVID, I'm sure, but it's pretty clear to me that objectively we are targeting a <1% hire rate, as with our other positions which COVID notwithstanding we may need to spend more recruiting effort on. So, just presenting some data for anybody who cares about data. I believe it is only fair to candidates and good for screening purposes to be transparent about hire rates so that candidates who don't think they are likely to be the best fit don't have to spend a lot of time with our rather involved hiring processes.
