If you’d told me a few years ago that hiring would start to feel like dating, I would have laughed. But after leading Tingono’s search for our first sales hire, I can’t think of a better analogy.
🤝 Why I Got Personally Involved
As a founder, I’ve always believed that early employees shape a company’s culture for years to come. With Tingono still small but growing, this first sales hire was going to be foundational. I wanted someone who would not only deliver results but also help set the tone for our team and values.
But there was a second reason I dove in personally: I wanted to test the new AI paradigm in hiring. With so much talk about AI-driven recruitment, automation, and mass applications, I wanted to see firsthand how these forces were changing the process—for both companies and candidates.
📋 The Process: Manual, Intentional, and Eye-Opening
We posted a remote BDR role, open to candidates in the US and Canada. In just one week, we received 1,464 applications—a number that still amazes me. After applying our basic criteria (location and at least two years of SaaS experience), I manually reviewed every one of the 1,012 qualified applicants.
After careful screening, I shortlisted and personally reached out to 203 candidates who seemed plausible and diverse across North America. Instead of relying on automated tools, I sent each of them a simple, direct request: send me a sample of your work—an email, a blog post, anything that showed your communication and initiative.
👻 The Silence—and the Shift
And then… silence.
For days, my inbox was empty. I checked my spam folders, tested my own email, and even called a friend who’s built great sales teams to make sure my ask wasn’t unreasonable. Their response? “Honestly, hiring feels like dating now—everyone’s swiping, messaging, and sometimes disappearing without a word.”
✅ The Results
Eventually, responses started trickling in:12 booked meetings, 4 made it to the final interview rounds, and we extended an offer to one candidate—Andrew—who accepted.
The irony? Many of the candidates who didn’t respond were active on LinkedIn, even posting about how tough the job search is—while ghosting a real opportunity.
🤖❤️ What I Learned About AI, Culture, and Connection
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Mutual ghosting is real: We talk a lot about candidates being ghosted by companies, but now hiring managers are experiencing it too.
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AI is changing the game: Candidates use AI to mass-apply, and companies use AI to mass-screen. But genuine connection can get lost in the noise.
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Hiring is now an experiment: I found myself A/B testing outreach—subject lines, timing, and messaging style—just to get a response. The process felt more like a marketing campaign than traditional recruiting.
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Agentic AI is the next frontier: The future isn’t just about automating tasks—it’s about building tools that actually engage and help both sides connect as humans.
📈 Data and Trends That Stood Out
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Volume overload: In just one week, we received nearly 1,500 applicants for a single role.
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Manual review still matters: Even with AI, founder involvement and human judgment are irreplaceable for culture-defining roles.
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The ghosting paradox: Many job seekers are overwhelmed by the volume of applications they send (often with AI help), leading to missed genuine opportunities.
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Engagement is everything: Candidates who responded—even with AI-assisted samples—stood out simply by showing up.
💡 Advice for Today’s Hiring Landscape
- For hiring managers: Don’t rely solely on automation. Invest in personal outreach, especially for culture-defining roles. Be ready to iterate and learn from every round.
- For candidates: Respond promptly and thoughtfully. Even a simple reply can set you apart from hundreds of automated applications.
- For both: Recognize that hiring is a two-way street. Respect, communication, and a willingness to adapt are key.
💕 Final Thoughts
Hiring in the AI age really does feel like dating: lots of swiping, lots of hope, and sometimes, a little heartbreak. But with patience, creativity, and a willingness to adapt, we can still find those rare, meaningful matches that build great companies and careers.
If you’ve experienced this shift—either as a hiring manager or candidate—I’d love to hear your stories.
What’s helped you build real connections in a world of mutual ghosting?
