In the world of recruiting, the word “no” is heard often. Some people aren’t ready for change, some have doubts, and sometimes it’s just not the right time. But Manimama’s experience shows that “no” today can turn into “yes” tomorrow. That’s where the power of trust, humanity, and genuine communication comes through.
We build relationships, not just fill positions
For us, recruiting isn’t just about finding a specialist for a job description. It’s about creating a genuine connection. We want to understand who stands behind the CV, what matters to this person, and in what kind of environment they can truly thrive.
When a candidate decides to decline, we don’t take it as a failure. We leave the door open. As people grow, their priorities change, and new goals emerge. And when the timing is right, they remember Manimama.
How we stay in touch after “No”
After every interview, we always thank the candidate — even if the decision is negative.
We share honest feedback, explain why cooperation didn’t happen this time, and suggest staying in touch.
We often share company news, updates, and new opportunities. Some candidates follow us on social media, while others stay in direct contact with our recruiters. This communication is real, warm, and human — without templates.
When we talk to candidates, we don’t pretend to be “perfect HRs.” We speak openly. If a role doesn’t fit, we say so. If more experience is needed, we explain why. This approach builds much more trust than polite, generic refusals.
Transparency and honesty create trust
People return to places where they can be themselves. At Manimama, we value openness. We speak openly about our internal processes, the team, and the challenges we face.
When a candidate hears a real, unpolished picture, they see a partner, not just an employer.
Sometimes after the first conversation, candidates say: “I’m probably not ready yet.” And that’s fine. We don’t push, don’t convince, and don’t try to “sell” the job. We simply leave a sincere and respectful impression.
A few months or even a year later, these individuals often return. They write: “Remember, we spoke last summer? Now I’m ready.” And that’s the best confirmation that good communication always works.
Stories of those who came back
One story is about a lawyer who, after the interview, chose an offer from another company. We thanked him for his honesty and wished him success. Nine months later, he wrote back: “It didn’t work out there. I’d like to return to your team.”
Today, he’s one of the strongest professionals in his department.
Another case is a candidate for a marketing position. At first, she declined, doubting her experience and readiness for an international role. We kept in touch. A year later, she came back — more confident, with new skills, and a clear desire to join Manimama. Her second offer wasn’t just a job; it was a natural next step in her professional growth.
Why second offers work better
When a candidate returns, they already know who we are. There’s no need to explain our culture, principles, or communication style. They’ve seen that we keep our word and only promise what we truly deliver.
A second offer usually means maturity. The person comes consciously, without hesitation, fully understanding their goals. And we, on our side, already know how to build the right role for them.
These collaborations are always the strongest.
Conclusion
Every “no” can turn into a “yes” — if what you leave behind is respect, honesty, and humanity.
At Manimama, we believe recruiting is about relationships, not speed. It’s about making people feel comfortable, even if this time it didn’t work out.
Because, in the end, good people always return to where they feel trusted.
And we’re always ready to welcome them again.
Contact information
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