When a "no" isn't about the person

This reflection came from a recent conversation with an ex-colleague.

Great candidates don't always get hired.
Even after final interviews.
Even with strong, positive feedback.

Often, it's not about capability.
it's headcount freezes, internal appointments,
or hiring objectives that shifted behind the scenes.

I’ve faced this situation from both sides,
as a hiring manager, and as a candidate.

That led me to reflect on what hiring managers can still take responsibility for in those moments.

In ikigai terms, process itself is as important as the outcome and three things came to mind.

1️⃣ Make decision context visible
Uncertainty is fine. Silence isn't.
Sharing constraints early helps candidates understand the 'system' they are navigating.

2️⃣ Close with care
When someone reaches the final stage, the relationship deserves a real ending. Not a vague "fit" explanation.

3️⃣ Honor the emotional labor
Final-round candidates imagine themselves in the role. Respecting their time, energy, and openness is part of the work.

Not every great candidate gets hired.
But every great candidate deserves a process that treats them with clarity and care.