Which one happened to you?
Both happened? Start with the repost. It carries the clearer signal.
Common questions
Does a job being reposted after an interview mean I was rejected?
Usually not. Most large employers auto-refresh listings on a fixed schedule, and many repost to keep a requisition visible while interviews are still running. A repost only becomes a meaningful signal when something in the listing changed, such as the title, seniority or salary band, or when a new requisition number appears alongside no contact from the recruiter.
The job I interviewed for was reposted on LinkedIn. Should I mention it?
No. Referencing the repost tells the employer you are monitoring the posting, which shifts the tone of the conversation. If you want the same information, ask about their decision timeline instead. That gets you a useful answer without revealing what prompted the question.
How long should I wait before assuming a recruiter has ghosted me?
Under seven days carries almost no information. Between one and two weeks is common and usually reflects scheduling or approvals. Past 30 days with no reply to two or more follow-ups, treat the process as closed regardless of how well the interviews went.
How many times should I follow up after an interview?
Once, then once more for closure. A first follow-up restates your interest and asks for a timeline. If that gets no reply, a second note asking directly whether they have moved forward with someone else gives them an easy exit and tends to get answered. Past that, additional messages reduce your standing without improving the odds.
Why do companies ghost candidates after final interviews?
The most common causes are structural rather than personal: a hiring freeze or budget pull, an internal candidate surfacing late, the requisition being reassigned, or the recruiter leaving the company mid-process. None of these are comfortable to communicate, so many teams simply stop replying.
Is this tool accurate?
It weighs the signals that actually correlate with outcomes, such as how far you progressed, what changed in the posting and whether a specific commitment was missed. It gives you a directional read and a concrete next move. It cannot see inside the hiring team, so treat it as a way to calibrate rather than a verdict.