When strong candidates keep dropping out between first and second interview, it’s rarely just about salary. More often, it’s about momentum, clarity and how the process feels compared with other opportunities they’re considering.
The good news: a few practical changes usually make a noticeable difference.
1. Shorten the gap between stages
The longer the gap between first and second interview, the more time candidates have to:
- Accept another offer.
- Lose interest.
- Decide the process feels too slow or uncertain.
Aim to book second interviews within 3–5 working days of the first wherever possible. Even if diaries mean the actual meeting is slightly later, getting it scheduled quickly sends the right signal.
2. Be clear about the process from the start
Uncertainty kills interest. At the first conversation, make it obvious what happens next:
- How many stages there are.
- Roughly who they’ll meet at each stage.
- What the timeline looks like.
A simple “here’s what the process usually looks like” script shared with candidates and interviewers removes a lot of friction.
3. Give useful feedback between stages
If a candidate walks out of a first interview and hears nothing for a week, they have to guess how it went.
Even a short message through your recruiter – “they liked X, want to explore Y in more detail at the next stage” – keeps people engaged and gives them something concrete to prepare for.
4. Make the second interview feel like progress, not repetition
If the second interview just repeats the first with different people, candidates often feel like they’re starting again.
Instead, use the second stage to go deeper on:
- Real work scenarios.
- The team, projects and roadmap.
- How success will be measured in the role.
5. Align internally before you start
Drop-outs often happen when the hiring team is not fully aligned.
Before the first CV is even sent, make sure everyone involved is clear on:
- The must-haves vs nice-to-haves.
- The salary and flexibility boundaries.
- What a “yes” candidate looks like.
6. Use your recruiter properly
A recruiter should be doing more than sending CVs. They should be:
- Preparing candidates properly before each stage.
- Collecting honest feedback afterwards.
- Flagging warning signs early (coldness, hesitancy, competing offers).
If you work with Osiris on a subscription or 15% basis, part of the job is to keep the process moving and surface issues early, not just pass messages along.