Few things frustrate professionals more than silence after an interview. You prepare your résumé, have a great conversation, and then nothing. No call, no email, not even a polite rejection.
It happens to law firms as well. They spend weeks reviewing candidates, only for applicants to vanish after receiving an offer. In a profession built on communication, ghosting hurts everyone’s reputation.
As I often tell candidates: “When you don’t hear back, somewhere along the line, someone dropped the ball.”
Let’s examine why this happens and how both parties can handle it more effectively.
Why Firms Go Dark
1. The process takes too long.
Law firms often move through multiple layers of interviews and approvals. Delays are common, and good candidates lose interest or accept other offers.
2. Priorities change.
A partner leaves, a client issue arises, or budgets shift. When priorities change, communication often stops without explanation.
3. A stronger candidate appears.
Sometimes another applicant surfaces late in the process. If that person accepts, you may never hear back.
4. Red flags after review.
A reference concern or unclear compensation history can pause communication. Transparency with your recruiter helps prevent this.
5. “Future opportunities” status.
The firm may like you, but not have an immediate opening. They keep your résumé on file but never provide updates.
6. Internal instability.
Mergers, leadership changes, or financial uncertainty can freeze hiring. Sometimes silence signals that the firm itself is struggling to stay organized.
Why Communication Matters
How firms communicate reflects their culture.
As I remind clients, “Everyone knows about 200 people, and they all hear the story.”
Today, that number is exponentially higher. A single poor experience can spread rapidly through professional networks and social media within hours. Clear, timely communication attracts strong talent.
Silence sends the opposite message.
When Candidates Go Silent
Let’s be honest, ghosting happens on both sides. Recruiters and firms often experience it from candidates who stop responding after interviews or even after accepting an offer.
The reasons are similar. Another offer comes along, priorities shift, or nerves take over. However, silence can damage credibility and future opportunities.
Be honest with your recruiter.
If you receive another offer, share it. A good recruiter can help you evaluate options or negotiate.
Respond quickly.
If you decide not to move forward, decline professionally. A short email or call shows maturity and respect.
Leave the door open.
Thank the firm for the opportunity. The firm that isn’t right today might be perfect in the future.
The Recruiter’s Role
A strong recruiter keeps communication alive. They can:
- Follow up discreetly to keep you top of mind.
- Clarify expectations and timelines.
- Address sensitive issues such as compensation or culture.
- Provide honest feedback if a firm goes another direction.
- Keep you visible for future opportunities.
Recruiters understand the market and can often tell whether silence means rejection or delay.
How Firms Can Avoid Ghosting
Ghosting hurts employers just as much. The best firms maintain consistent communication to preserve goodwill and attract talent.
Simple steps make a difference:
- Acknowledge receipt of applications.
- Provide brief timeline updates, even if delayed.
- Send closure messages when decisions are made.
- Empower HR and recruiters to communicate freely rather than waiting for multiple approvals.
A small investment in communication strengthens a firm’s reputation and retention over time.
How Candidates Can Stay Proactive
If you haven’t heard back after an interview, don’t assume the worst. Take initiative:
- Follow up after a week to thank them and express continued interest.
- Stay in touch with your recruiter for updates.
- Keep applying and maintain momentum.
- Ask yourself whether poor communication reflects a culture you want to join.
The right opportunity will not leave you wondering where you stand.
The Emotional Side of Silence
Rejection is hard, but uncertainty is harder. Lawyers are trained to value clarity so that silence can feel personal. Remember that timing, budgets, and internal factors beyond your control often drive hiring decisions.
Staying professional, even in silence, shows character and maturity. When one door closes quietly, another often opens loudly.
The Bottom Line
Courtesy costs nothing but pays for itself many times over. Whether you are hiring or being hired, respond, respect, and remember that silence speaks louder than words.d you have to realize that it can be at times taxing on your ego. Ready to make the move, let’s talk.
About On Balance Search
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.
Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.
Contact us today. Call 516-731-3400 or visit our website at https://onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
