What Happens After You Submit the Code? The Silence No One Talks About
Code assignments have become a standard test in tech hiring, but what happens after you submit yours? Many developers spend hours perfecting their solutions—only to be met with silence. No updates, no feedback, just an empty inbox. This phenomenon, often referred to as “application ghosting,” is increasingly common. But no one talks about it. In this article, we’ll explore why this happens, how it affects candidates, and what both job seekers and hiring managers can do to make the process more respectful and transparent. The Rise of Take-Home Coding Assignments As competition intensifies for tech roles, especially in software development, companies often use coding assignments to filter candidates. On paper, this seems like a fair way to assess technical skills. Instead of relying on resumes or degrees alone, candidates can showcase their problem-solving ability and code quality through a real-world task. But the system is flawed — not because the assignments exist, but because of how they are handled. You Submit the Code… Then What? You receive the assignment, invest hours — sometimes even days — to complete it. You research, write clean code, test it thoroughly, and perhaps even include documentation to go the extra mile. Then you send it off, expecting at least some form of acknowledgment. But then comes the silence. No email. No feedback. No rejection. Nothing. You’re left wondering: This lack of communication creates confusion, self-doubt, and, most importantly, a feeling of being disrespected. Why Do Companies Ghost After Assignments? 1. Lack of Structured Hiring Processes Many startups and even established companies don’t have a streamlined hiring pipeline. Assignments get lost in email threads, hiring managers get busy, and candidates fall through the cracks. 2. Volume Overload Some companies send assignments to a large pool of applicants, even when they only intend to seriously consider a few. The rest simply don’t get follow-up responses due to time constraints or lack of interest. 3. Unethical Use of Free Labor This is the most cynical — but real — scenario. Some companies use assignments to crowdsource solutions for internal problems, extracting valuable work without any intention of hiring the candidate. 4. Decision Made, But Not Communicated Sometimes, internal hiring decisions are made quickly — maybe an internal candidate gets the role — and external applicants are simply ignored rather than formally rejected. The Human Side: Emotional and Professional Impact This isn’t just about courtesy; it’s about respect and transparency. Job seekers invest their time, energy, and skills into these tasks. When they are met with silence, it impacts not just their morale, but their trust in the industry. It’s not uncommon for talented candidates to start doubting themselves, their abilities, and even the profession. Over time, it creates a toxic environment where developers grow cynical about hiring processes and disengage from genuine opportunities. Is This Ethical? A Debate That Needs Urgency From an ethical standpoint, companies have a responsibility to respect the time and effort of candidates. Failing to provide feedback or closure after a submitted assignment shows a lack of empathy and professional integrity. A simple email — even a rejection — goes a long way. Feedback, even brief, is a sign of respect. And honesty, especially if the role is no longer available or if another candidate was chosen, builds long-term goodwill and employer branding. How Job Seekers Can Protect Themselves While job applicants can’t always control the outcome, they can set expectations: 1. Ask for Clarity Before starting an assignment, ask questions like: 2. Set Boundaries If the assignment looks like actual product work, consider pushing back. It’s okay to say, “I’m happy to work on a simplified version or do a live coding session instead.” 3. Limit Time Investment Avoid spending more than 4–6 hours on a take-home test unless you’re being compensated. Time-box your efforts — your mental health matters more than perfection. 4. Track Submissions Keep a record of companies that ghost you after assignments. If a pattern emerges, avoid them in the future or flag them in communities like LinkedIn or Glassdoor. What Companies Should Do Differently If you’re on the hiring side, remember: your process reflects your company’s culture and values. Here’s how to fix it: ✔️ Send Acknowledgments Immediately confirm receipt of submitted work. ✔️ Close the Loop Send a decision email — even if it’s a rejection — within a reasonable timeframe (ideally 1–2 weeks). ✔️ Offer Feedback Even two or three lines of constructive feedback can help a candidate grow and remember your company positively. ✔️ Respect Time Avoid assignments that require more than a few hours. If it’s longer, compensate candidates — even a small amount shows appreciation. A Call for Transparency in Tech Hiring Ghosting isn’t just a poor hiring practice — it’s a reflection of how companies value people. As the tech world evolves, we need a more human-centric approach to hiring — one that honors the time, effort, and emotions of job seekers. Transparency, empathy, and communication aren’t just “nice-to-haves” — they’re essential components of a healthy hiring culture. So the next time someone submits an assignment, let’s not leave them in the dark. Because silence speaks volumes — and it’s time we all listened. In a competitive job market, being professional isn’t just about candidates showing up and delivering. It’s about companies doing their part, too. Respect is a two-way street. The silence after a coding assignment? It’s not just discourteous — it’s damaging.
