Secure An Employee After The Interview

Up until now, you’ve held all the power in the hiring process, and now it’s your turn to play the waiting game. You’re confident you selected the right applicant to hire, you just hope you did enough to make them want to come aboard.

Here are some tips to follow as an employer/recruiter after an interview to strengthen your chances of getting that hire.

1. Show that you’re still interested

Whether it’s been a day or a few days since you extended an offer to the potential hire, it’s important to let them know you haven’t forgot about them. The control has been shifted over to the applicant, and the employer or recruiter must make it clear that we haven’t lost interest. While they are still making their mind, send an email or give a phone call to let them know you are awaiting their response. Make sure to highlight how well they did throughout the interview and application process, while making subtle hints about the excitement of them joining your company.


2. Know when to sit tight

While it is important to show that you are still interested, it’s crucial that you don’t bombard them with unnecessary emails. This would scare any potential employee away. You don’t want them to get the idea that this could be a regular thing if they were an employee. As suggested, send one email either the day of the interview, or a couple (2) days after the interview to allow breathing room on both sides. If you feel like you forgot to disclose important information, make a quick, simple email explaining what you wish to share—and that’s it.

 3. Connect with “Runner Up” Candidates

Staying hopeful, but realizing the odds might not always be in your favor, it’s important to still remain connected to those 1-2 candidates who seemed just as good. This may translate into you sending them thank-you emails for coming out to interview with you. It’s important to not push them away but make them feel connected to the company—even if they weren’t the final selection. You never know what the future could entail.


4. Treat your new hire with respect

Respect. This can be a big factor in determining not only the acceptance of an offer, but the longevity of a new hire. At this point you should have a clear understanding of the candidate. Make sure they feel comfortable and welcome throughout the whole process. If they do decide to accept the offer, make sure to offer assistance and they feel acclimated on their first day. You don’t want to acquire this new hire only to start the hiring process over again simply because they felt ignored or under-appreciated.

For more hiring/recruiting tips follow us on Twitter.

Justin Zuniga is CareerPlug’s sales and marketing intern.  

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Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

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Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

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As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

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Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

Engineering Manager

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Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.