Quick Summary
- 1A recent incident highlights potential risks in the hiring process involving major Russian tech companies.
- 2An applicant reported being rejected by Avito after receiving feedback from a Yandex HR specialist.
- 3The situation began when the applicant noticed a YouTube interview featuring a Yandex Fintech HR employee.
- 4The applicant recalled that this HR specialist had previously written an anonymous post on Telegram containing specific details that made her identity recognizable to her team.
Quick Summary
A job seeker reportedly faced rejection from Avito following negative feedback from a Yandex HR specialist. The situation began after the applicant watched a YouTube interview featuring a Yandex Fintech HR employee. The applicant recalled that this HR specialist had previously written an anonymous post on Telegram containing specific details that made her identity recognizable to her team.
Following an interview with Avito, the applicant received a rejection citing 'bad feedback from Yandex.' The source of this feedback remains unclear, as HR professionals often share information informally. This incident illustrates how negative references, whether formal or informal, can persist in Applicant Tracking Systems (ATS), potentially affecting job prospects years later. The narrative suggests that personal biases or informal networks can significantly influence hiring decisions, creating long-term barriers for candidates.
The Yandex Interview and Telegram Post
The sequence of events began with an interview published by a Yandex HR specialist. This interview was conducted for the founder of the 'Conscious Mercantilism' community and discussed hiring practices, 'red flags' in resumes, and general industry dynamics. Shortly after this interview was released, the applicant commented in the same community.
The applicant stated that she had seen a YouTube interview with a Yandex Fintech employee. She recognized the HR specialist as the same person who had previously written a post about her on Telegram. According to the applicant, the HR specialist's post was anonymized but contained enough detail that her own team likely identified her. The HR specialist in question is a public figure with over 1,500 Telegram subscribers, including other HR professionals, and hosts a YouTube podcast on the HR sphere.
"нам дали плохой фидбэк в Яндексе"— Rejection reason provided to applicant
The Avito Rejection
After the incident on social media, the applicant proceeded to an interview at Avito. However, she received a rejection with a specific reason provided: «нам дали плохой фидбэк в Яндексе» (we were given bad feedback from Yandex).
Several key questions remain unanswered regarding this rejection:
- Who specifically provided the negative feedback?
- On what basis was the feedback requested or shared?
- Who transferred the information regarding the former employee?
These questions highlight the opaque nature of informal information sharing within the tech industry's hiring networks.
Informal Hiring Networks
It is noted that such occurrences are common in the labor market. HR professionals frequently gather information about candidates through personal acquaintances. It is not guaranteed that a request goes to a former direct supervisor or colleague, as the specific connections of a recruiter are often unknown.
A hypothetical scenario illustrates the risk: a colleague who dislikes an employee might provide a negative reference if a recruiter happens to ask them. Consequently, the candidate not only faces rejection but also receives a permanent mark in the potential employer's Applicant Tracking System (ATS). This mark, noting that previous colleagues provided a bad reference, can remain in the system for years.
Long-Term Impact on Candidates
The persistence of data in hiring systems poses a significant threat to career mobility. Even after 2 to 4 years, a new HR specialist might review a candidate's profile and see the negative mark. Without understanding the context or details of the original incident, this new specialist may make a decision to reject the applicant based solely on that historical data.
This mechanism suggests that informal feedback and personal biases can create lasting barriers to employment, independent of a candidate's actual qualifications or performance. The situation underscores the need for transparency in how candidate data is shared and retained across different companies.
Frequently Asked Questions
The applicant was reportedly rejected because Avito received 'bad feedback' from Yandex.
The HR specialist wrote an anonymous post on Telegram that contained enough details for the applicant's team to identify her.
Informal feedback can lead to negative marks in Applicant Tracking Systems that persist for years and influence future hiring decisions.
