Ghosting candidates is now illegal!! (Sort of)

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Last week was a bit of a whirlwind! I traveled to Boston for a Tiktok Creator Workshop. The event was specifically for creators who create educational content, and it was awesome to learn from some familiar faces and meet other creators who use their platforms to share knowledge and insights rather than as traditional “influencers”.

And if you’re not following me there, you should be! Here you go!

Also had the chance to eat at The Helmand which is an Afghan restaurant in Cambridge and it was some of the best food I’ve had. This was my first time eating Afghan cuisine and set a high bar. Highly recommend if anyone is in the area! 🙂 

Then I spent time at a family reunion in honor of what would have been my Grandmother’s 100th birthday (she passed away at 99). Now I’m in catch up mode at work after multiple short weeks in July.

But the good news? We’re hiring a TON at Zapier so keep your eyes on our career page.

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• Find our job board, a referral link to Zapier, and more here.

• I really enjoyed this article on being an “intraprenuer” in the workplace to stand out and grow within your workplace. It’s focused on engineering but relevant to anyone in tech (or any workplace IMO!)

• Some tips on where you should/shouldn’t use AI in a job search - I think unfortunately, a lot of people are actually hurting themselves with the ways they’re using these tools.

• Some examples of red flags recruiters might identify that indicate a fake profile. Some legitimate people have profiles with some of these flags as well (especially things pasting in job descriptions or no profile picture) so this is something you might watch out for. If you want to skip out on a profile picture for example, posting semi-regularly can help offset that flag.

• And some examples of red flags that you should look out for to spot a scam recruiter!

In the News

• Ghosting candidates is now illegal in Ontario?! Well it will be in January 2026! Honestly, no one should have to make a law here, this is just common sense. But I’m glad to see steps being taken to protect applicants here.

• Y’all imagine being offline all day the day the Astronomer CEO thing happened…probably for the best. But my quick take: any sort of workplace relationship across reporting lines is a problem and ruins the credibility of the leader and will call into question lots of other decisions in the workplace. At the same time, it’s really disappointing how many people are sharing fake statements and misinformation.
  

🙋Answering Your Questions🙋

Thanks! Honestly, I didn’t have to advocate much - it’s been an ongoing conversation, and in this case, we re-orged the team a big with workstreams which allowed a few of us to expand our scope and came with a promotion.

That said, my manager and I have been talking about the path to promotion since my first year in my current role!

But I think three things have to be true:

1. There has to be a business case for promotion.
   Had there been a need 6 months or 12 months ago, I think I would have been promoted. But there wasn’t. So sometimes great people ready for their next step don’t get that opportunity because it doesn’t make sense from a business perspective.
   You can assist with making that business case however by showing readiness to take on more, and how that will benefit the company (typically by making or saving money.)

2. You have to be ready.
   If there IS a business case but you’re not showing readiness, you won’t be promoted. So make sure you’re clear on where you stand. When you get feedback, show how you’re applying it. Make sure you and your manager are on the same page about your progress and performance.
   

3. You need visibility.
   Beyond your manager, you need executives and stakeholders to be invested in you and your success. You need to make sure that you’re working on things that matter to them, and that they see your effort and impact. Typically, any promotion process relies on input from a range of stakeholders. So focus on relationships and on making sure that you and your key stakeholders are aligned on your priorities. I also think it helps if you have advocates. If your manager is well networked and influential, that can help you.

For your other question, honestly that depends. Currently, companies aren’t growing much so there are less opportunities for promotion. Things I’d consider:

• Are they investing in you in other ways? Training, raises, cool projects, etc. can all show that your company wants you to be happy and growing even if they can’t change your title.

• Have you had conversations around readiness? It’s one thing if you’re talking about it, they share they’re invested, but simply need an opening. It’s another if it’s been made clear you’re not seen as on that path and you’re unsure how to get there.

• What is the broader dynamic around promotions? Are other teams seeing more promotions than yours? That could indicate a lack of investment in your department or leader. On the flipside if no one is being promoted, that’s not personal. Are your peers being promoted while you’re not?

• What level role are you in? In a more entry level role, it’s normal to be promoted after 1-3 years. In a more mid-level role, I might expect 2-4 years, and more like 3-5 at senior roles. For a leadership role, many people stay at the same level for even longer.

If you’re ready for something new, and your employer can’t offer that, it never hurts to look but there are risks with moving to something new right now. At the same time, if you feel like you’re being treated fairly, then you may be better off staying and waiting things out.

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