I've been searching for over a year and have progressed to final rounds for 16/18 companies.

9 Comments

1. JenniferAugust 14,2025 at 9:29PM UTC

   You can ask either the HR recruiter or the interviewer if they have any internal candidates. Seems like a fair question to ask. Then I'd ask, "What could set me apart from those candidates, to prove to you that I'm a better fit/the best fit for this role?" Certainly worth a shot, imo.

2. AnonymousAugust 16,2025 at 1:13PM UTC

   “To prove to you?” What a strange way to ask this question. Sounds desperate, IMO.

3. AnonymousAugust 14,2025 at 10:13PM UTC

   All you can do is ask.

4. Danielle Peterson, MBAAugust 16,2025 at 6:24PM UTC

   That’s amazing you’ve made it to final rounds for 16/18 companies. That’s much better than a lot of people are doing right now. Keep going & you’ll be hired. After all, it’s kind of a numbers game.

5. AnonymousAugust 17,2025 at 12:29AM UTC

   It's funny how all the successful candidates were internal. Are you targeting a role or industry that's highly niche and the companies that are hiring value specialized internal skills (gained only from on-the-job experience) that external candidates are less qualified for? Perhaps the companies you're applying for have a certain norm or culture that is not easy to break into, so they'd rather choose their own. (For instance, I was in a tough, frank, and chaotic company that needed thick skin, and many of the project managers came off highly skilled but 'too kind' or 'soft' in the way they interviewed. I needed to know someone could take the heat when things got difficult because they'd be communicating directly with no-B.S. executives. So internal applicants that stood the test of time already had that 'tough skin' and I could tell by the way they interviewed.)

   Like others have said, ask if there are unique skills that are "nice to have" in the position. I would try to do that before the interview part, if you get a chance to while they are familiarizing you with the position.

   You may also ask if the position is a net new position, or if they're backfilling, instead of asking if the company is considering both internal and external candidates. If it's a brand new position, there are greater chances they dont have an internal talent pool.

   I also like asking "What is one unique problem in your company/this role that no one has yet been able to solve?"

   If you're feeling bold, you can ask this to your hiring manager "As a manager of X, what keeps you up at night?"

   Or if you're feeling a little like you're feeling a good vibe and want to show some wit/personality "What is one thing I would be silly *not* to ask about this position?"

   Now that you know internal candidates are often selected over you, you can proactively connect with employees in the companies you are targeting to see if they would be willing to connect with you so that you can learn more about their experiences/workplace.

   You're doing great! And goodluck.

6. AnonymousAugust 17,2025 at 1:39PM UTC

   This is so unfortunate and I understand your frustration! My daughter's company does this and I have never understood why, nor does she, as it makes the interview and hiring process much longer. Most recently an employee was let go. Several current employees had already expressed an interest in moving into that position, so they were interviewed within a week or so and a replacement was "chosen". Unfortunately, her company requires the position to be advertised and outside candidates to be interviewed before a formal offer can be made to the internal candidate. It's ridiculous, in my opinion, and a complete waste of time for the people conducting the interviews and the candidates who prepare for the interviews, take the time to come in and sit through the interview, etc. The position ended up taking 3 months to fill, even though an internal candidate was chosen and unofficially hired within 2 weeks. In the mean-time my daughter's department was short handed for just over 3 months, making her job twice as hard and ten times more stressful since her company doesn't allow "overtime" yet still expected this department to run efficiently while down by one.

   The whole process just seems extremely inefficient and in my opinion it displays a complete lack of respect for those they bring in to "interview" when they already know they have filled the position.

   I wish you the best of luck!

7. AnonymousAugust 17,2025 at 2:31PM UTC

   Totally agree with everything “Anonymous “ just stated. Not only a complete waste of time but really no way to run a business or think this process is efficient.

8. AnonymousAugust 17,2025 at 2:57PM UTC

   Yes, ask the question why is the role open when you first engage. Then ask if anyone internally is being considered for the position. Each step along the path ask how many folks are still in the process. The larger companies generally try to hire from within and post open roles for 5-10 days before hiring outside. Sometimes roles are open and they interview when the role is already filled if there is a VISA in process. The company must show in good faith that they made an attempt to hire someone externally before sponsoring outsiders. I know this information may not make you happy to know but getting up front info about the why the job is open and also who is in the mix (ask point blank) will help you to see how you may stand in the ranking. Irrespective of the internal hires did you learn what you lacked? Have you taken any new training to fill that gap? Definitely if those internal hires were similar to you their incumbency shut you out, reach out to those companies again and again to continue showing them why when they have a NEW open role you are the one. Good luck!

9. AnonymousAugust 27,2025 at 5:31AM UTC

   Sounds like you are doing a lot of things right! If I were in your position, I would keep pursing as many opportunities as possible - as one of the prior posters said, it is also a "numbers" game.

   Meanwhile, you may want to post your resume on some job boards if you haven't already - the usual ones as well as some niche ones. In my experience, recruiters often look there for contract roles, which could be good to give you some backup income while you look for a "yes" or the best fit. Moreover, sometimes contract jobs lead to a good role - Have done so for me in the past.

   Wishing you much success! Hang in there! Your time is coming!