Наталя Хандусенко Work 11 December 2025, 14:54

An IT recruiter with over 20 years of experience named 5 reasons why vacancies are not being filled

The founder of the recruiting company VP Team, Victoria Prydatko, explained why, in her opinion, IT vacancies are not closing.

1. The requirements for the candidate do not match the level of the company

“Your self-assessment of yourself as a company and the demands you make do not match your level as a company,” explains Victoria Prydatko in her Facebook post.

She added an example: "We were approached by a company that has the same requirements for developers as OpenAI, but they are a stealth startup and not even 2% OpenAI. I agree that everyone wants quality people, and quality people want quality communication, not technical interviews where the hiring manager is a nerd with a complete lack of soft skills and a bunch of cognitive distortions and their own limitations."

2. A large number of rejections due to resumes

According to Victoria, there are companies that reject 90% of candidates for a resume: it was created with the help of AI or "ugly in our subjective opinion." The recruiter added that she had seen this "ugly" resume and, in her opinion, it was absolutely normal.

“Congratulations, you will be looking for candidates like this until the second coming. In 24 years in recruitment, I have seen very beautifully written resumes and a complete lack of real experience, which we check at our interview stage,” notes Victoria.

Candidates with extensive experience often do not list all of their skills on their resumes because they consider them basic and obvious. They only list what they consider to be the most important. A resume may not fully reflect the candidate’s real experience.

Therefore, the recruiter advises conducting short technical interviews of 15-30 minutes. If the candidate answers questions that are critically important to the company during the hiring process, he can be scheduled for a further interview or rejected.

3. Communication

Companies are looking for a candidate who is suitable in terms of competencies, but in reality they hire someone they like as a person.

Victoria gave an example from her own experience when they were looking for a C-Level specialist. The employers set restrictions - the person had to be from a non-gaming sector. But after an exhausting search, they had to consider gaming as well. And as a result, they made an offer to a candidate from a gaming company who had passed all the stages (including the European head office).

"Why? Because I liked him, he answered clearly, he knew his stuff and he was pleasant to communicate with. Candidates often underestimate the acceptability of communication during interviews, and it is critical. Assertiveness, the ability to listen, the ability to ethically defend an opinion without putting pressure on the interlocutor, a non-toxic sense of humor and respecting one's boundaries. Just a perfect example of a pleasant person to communicate with, with whom you want to continue communicating," the recruiter notes.

4. Respect and understanding on both sides

Victoria emphasized that respect and understanding should be on the part of both the employer and the candidate.

Companies should not think that "they are the bottom of the earth because there are so many layoffs now and they can marinate candidates as they want, not give feedback and drag out the interview process."

In turn, candidates should “respect the requirements of the vacancy, read information about the company, and prepare for the interview.” So that it doesn’t happen like what happened to one of the VP Team recruiters when the candidate asked: “What kind of vacancy is this anyway?” Even though the correspondence contained all the details about the company and the vacancy.

5. The basis for forming an intelligent labor market

“Respectful behavior on both sides creates an intelligent labor market, where both sides hear each other and are ready to cooperate,” Victoria concluded.

"In 2025, 2021 will be only for AI specialists." Who are employers hunting for today, and which IT professions are no longer interesting to them - the conclusions of an experienced recruiter