Have you ever heard of a recruitment firm going so far as to pursue legal action against an employer for failing to provide feedback or progress a candidate's application?

Here’s what happened:

An employer abruptly and suspiciously cancelled their contract with a recruitment firm after refusing to provide feedback or move forward with candidates that were secured after meeting with a hiring manager that they had previously recruited for with no issue. What’s striking is that this wasn’t just any recruiter — this was a headhunting firm with a solid track record. They took the time to meet hiring managers, understand the roles, and craft compelling narratives to attract top talent. This wasn’t a “spray and pray” approach via LinkedIn; it was bespoke recruitment.

The firm ran into serious issues with one manager. These concerns were escalated (as per the contract) to HR and the recently retired CTO (as well as the CEO who chose not to converse with the recruitment consultant by phone). Concerns raised included:

1. Unfounded rejections of qualified applicants; 2. Frequent and inconsistent changes in hiring location preferences; 3. Inappropriate comments made to the recruiter about a candidate; 4. Allegedly describing the role to a candidate during the interview as “shovelling horse shit”.

That same manager now possibly holds more sway within the organisation.

The headhunting firm sent a concise one-page letter outlining their concerns. The employer replied with a lengthy four-page document, firmly stating they were under no obligation to provide feedback or engage further. Four pages — in response to one — defending their refusal to comment or cooperate. That reaction alone raises eyebrows.

To make matters worse, when the headhunting firm tried to speak with the HR representative responsible for terminating the contract, that person refused to discuss the candidates altogether. However, they did make unsolicited comments about the recruiter’s assumed skin colour and gender, and dismissed the firm as a “one-man band.”.

This story is still unfolding, but one thing’s clear: the issue of employers ghosting candidates needs serious attention. When headhunters are putting in real work — representing employers with professionalism and dedication — being stonewalled and insulted isn’t just unprofessional. It’s unacceptable.

// James