Job Hunting in 2025: How to Stay Sane in a Broken System
Applying for jobs in 2025 is an experience—just not the kind anyone asked for.
Between the lack of responses, the never-ending Workday logins, and the stack of ethnicity, disability, and veteran forms that make you question, Am I the problem?—it’s easy to feel like job searching is a test you weren’t given the answers to.
Let’s set the record straight: you are not the problem. The reality is that process-heavy, tech-driven hiring systems have created a disconnect so vast that recruiters and companies often feel miles away from the people actually applying. That silence you hear? It’s not you—it’s a system designed for efficiency, not humanity.
As a recruiter, I get it. And I want to help. Here are four tips to stay sane while navigating the modern job search. The frustration you’re feeling? It’s not personal. It’s the system, and you deserve better.
Tip 1: Don’t Expect a Response When You Apply
This isn’t about lowering your standards—it’s about protecting your sanity. When you apply for jobs through major job boards, assume you won’t get a response. Not because you’re unqualified, not because you did something wrong, but because of how these systems work.
Think of it like dating apps—when you swipe right, there’s a chance you’ll match and a chance you’ll never hear a thing. That’s not ghosting; it’s just the nature of the platform. The same goes for job applications.
Online job boards mean everyone can see and apply for the same roles. Recruiters and hiring teams (sometimes just one overwhelmed person) simply can’t sift through hundreds of applications and personally respond to each one. Sure, an automated rejection after a week would be nice, but that requires ATS/CRM integrations—something most companies don’t prioritize.
Real ghosting happens after a conversation has started. If a recruiter or hiring manager personally reaches out and then disappears, that’s ghosting. But when you apply blindly and hear nothing? That’s just the system doing what it does (or rather, what it doesn’t do).
Bottom line: Don’t expect a response, not because you don’t deserve one, but because the system isn’t built for it. It won’t make job searching easier, but it’ll help you stay sane.
Tip 2: Set Goals and Track Your Progress
I know—this might sound like it contradicts Tip #1. But hear me out. You can’t control whether a company responds, but you can control your effort. Treat your job search like a project: set clear, trackable goals. Instead of vague, stress-inducing targets like “New job by X date,” focus on measurable actions such as “X applications per week” or “schedule Y unique interviews per week.”
Once you have a goal, track your progress. It doesn’t need to be complicated—pen and paper, a notes app, or a simple spreadsheet works. I provide my clients with a system, but at minimum, try tracking, date applied, company name, job posting link, application status (submitted, interview, etc.), follow-up date.
Following up can make a difference, but timing is key. If you’re really interested in a role, follow up once after submitting your application. Once you’re in conversation with a recruiter or hiring manager, follow up 1-2 days after an interview.
And here’s my rule of thumb: if you haven’t heard back in 7 days, assume you’re out. Harsh? Maybe. But it helps you move forward instead of waiting on a response that may never come. (More on that later.)
Tip 3: Recruiters Are People—And People Aren’t Always Great at Their Jobs
This isn’t an apology for recruiters—it’s a reality check to help you manage expectations. Recruiters are just regular employees with limited time, resources, and a singular focus: filling open roles. Their job is not to guide your career, advocate for you, or ensure you get feedback. They work for the company, not for you.
Does that make the process less frustrating? No. But understanding this dynamic can help you avoid taking it personally. Recruiters and companies aren’t loyal to you, nor do they owe you a detailed explanation for their decisions.
On top of that, hiring is legally complicated. Thanks to government regulations and past hiring lawsuits, companies train employees to say less, not more—avoiding anything that could be misconstrued as discrimination or hiring malpractice.
At the end of the day, some recruiters are great, some are terrible, and most are just doing what their company tells them to. Keeping this in mind won’t fix the system, but it will help you stay grounded in the process.
Tip 4: Ghosting Is a Blessing in Disguise
It sucks. It’s frustrating. But if a company ghosts you after an interview—especially a good one—take it as a win. Here’s why:
They Don’t Value People. Whether it’s the company culture or just the individual you dealt with, if they can’t be bothered to send a simple rejection, imagine how bad their internal communication must be. You’d have to work with these people—so if they’re this unprofessional now, it’s only downhill from here.
They Don’t Value Urgency. If a company actually needs to fill a role, they should act like it. Drawn-out hiring processes signal indecision, bureaucracy, and a fear of making bold moves. A simple sales adage applies here: “Time kills all deals.” If they move this slowly now, expect the same sluggishness in their leadership and decision-making.
They Prioritize Process Over People. Ever hear back weeks later that they “went with another candidate”? That means they saw you as a backup option—not their first choice. Sure, from a business perspective, keeping a “talent bench” makes sense, but for you? It’s a waste of time. Companies that treat candidates like afterthoughts often do the same to employees.
If a company ghosts you or takes too long to respond, consider it a bullet dodged. You deserve a workplace that values communication, urgency, and respect—so take the ghosting as a sign to move on to better opportunities.
Final Thoughts
These tips aren’t about excusing bad hiring practices—they’re about helping you navigate them without losing your sanity. Recruiters, hiring managers, and companies should hold themselves to higher standards. There’s a real cost—both social and financial—to treating candidates poorly. Job seekers and employees should speak out, because hiring culture can change, and employer reputation does matter.
If a company treats its candidates and employees like an afterthought, why should we trust their products, services, or leadership? Hold yourself to a higher standard and ask yourself: Is this the kind of place I really want to work?
At the same time, remember that people are human. Some delays are just part of the process—but don’t let that stop you from staying accountable to your goals. Track your progress, focus on your wins, and don’t let the silence discourage you.
Happy hunting—and remember to Apply Yourself every day!
