Why Has Job Hunting Become a Marathon? It’s Okay to Walk Away from an Endless Interview Process

It’s official—getting a job is now harder than getting a Ph.D. In the last few years, companies have gone off the deep end with recruitment processes that seem less like job interviews and more like psychological endurance tests. Six rounds of interviews? Sure, that might be understandable if you’re applying to NASA or some top-tier consulting firm, but for your average digital marketing role? Not so much. Some companies are now demanding up to ten interviews, multiple personality assessments, and a near-graduate level of presentation prep for a mid-level position that might not even offer competitive pay.

If you’re wondering whether you’re in a serious recruitment process or just an elaborate form of candidate hazing, you’re not alone. Let’s break down why this trend is happening, how it’s affecting candidates’ well-being, and when it’s perfectly okay to say, “Thanks, but no thanks” to an overly long process. Because at some point, this has gone from thorough vetting to downright disrespect.

The Rise of the Endless Interview Process

Let’s get one thing straight: recruitment used to be much simpler. You’d have an initial interview, maybe a second one, and that was usually it. Today, many companies have implemented multi-stage interviews for almost every level of position, whether it’s entry-level, mid-level, or senior. The steps are often so numerous that it feels like they’re building a mini-assessment course. Candidates may find themselves juggling panel interviews, culture fits, technical tests, practical exercises, executive meet-and-greets, and, of course, assessments on values that have nothing to do with the job.

But why? Some companies claim that each step helps them get a better read on who you are. The reality? This drawn-out process often reflects a lack of internal alignment on what the role actually requires or a poor grasp of efficient hiring practices. Instead of clarity, candidates find themselves trapped in a time-consuming guessing game, trying to piece together what the company actually wants. And if the people in charge can’t align on what they’re looking for after five rounds, what does that say about their approach to other key decisions?

The Toll on Mental Health and Motivation

Extended recruitment processes are a mental drain. What starts with excitement—“I nailed that first interview!”—quickly devolves into a slog. After several rounds, candidates often start feeling exhausted, anxious, and second-guessing themselves. If you’ve ever started to question your own worth after your seventh interview with no end in sight, you’re not alone.

These processes are often riddled with periods of silence, where candidates hear nothing for days or weeks, left to wonder if they’re still in the running or if the company forgot they exist. This “radio silence” adds to the stress and can create a feeling of learned helplessness, where candidates feel they’re at the mercy of a process completely out of their control.

At a certain point, candidates may feel like they’re under a microscope, being tested not just for skills but for resilience. And while resilience is a nice quality, let’s be real: no one should need to prove they can withstand a psychological obstacle course just to land a regular job.

Signs It’s Time to Walk Away

It might feel risky to walk away from a job prospect, especially after you’ve invested time and energy. But here’s the truth: not every opportunity is worth the headache. So, when does an interview process go from rigorous to ridiculous?

• Repetitive Interviews: If you find yourself meeting with the same people multiple times, it could mean that the company isn’t sure what they’re looking for or that they’re wasting time. After the third or fourth round with the same individuals, it’s fair to start questioning their decision-making.
• Unnecessary Assignments: When companies start asking you to complete hours-long projects or detailed presentations without offering compensation or clarity on how this fits into the process, it might be time to step back. There’s a fine line between demonstrating your skills and doing free labor.
• Excessive Delays Between Rounds: If weeks pass between each interview with no clear timeline or updates, that’s a red flag. Respectful communication is a two-way street, and companies that fail to keep candidates in the loop often show a lack of respect for people’s time.

If any of these ring true for you, it’s probably time to have a frank conversation with the recruiter or hiring manager. If they can’t give you a clear timeline or reason for the marathon process, consider moving on. Your skills and time are valuable, and no one should be put through an endless series of tests just to be left waiting indefinitely.

Talking Money: When to Bring Up Salary

Money talk used to be a “wait until the offer” situation, but with recruitment processes stretching on for weeks or even months, waiting that long to discuss salary could be a waste of time. Here’s the thing—salary transparency is important. While no one wants to be the person who asks about money too soon, being upfront about compensation expectations can save both parties time.

So when’s the right time to ask? If you’re deep into the process (around the third or fourth interview) and you still don’t have a solid understanding of the salary range, it’s entirely appropriate to bring it up. Here’s how you could phrase it: “I’m really interested in this opportunity, and I’d love to ensure that we’re aligned on compensation before moving forward in the process. Could you share the salary range or expectations for this role?”

If the company dodges the question, take that as a sign. Organizations that value transparency won’t shy away from discussing salary early on. And if they can’t give you an answer even after multiple rounds of interviews, they may be hiding something—or worse, lowballing.

The Cost of Dragging Out the Process

Long recruitment processes aren’t just mentally exhausting for candidates—they’re bad for companies, too. By the time a candidate reaches the ninth round, there’s a good chance they’re feeling disillusioned, frustrated, and ready to move on. Talented people often have other options, and if a company can’t respect their time, they’ll take their skills elsewhere. And companies should remember: once a candidate has mentally checked out, it’s nearly impossible to win them back.

There’s also the reputational risk for companies. Candidates talk. Long, drawn-out, overly complicated recruitment processes don’t stay hidden; people share their experiences online and with friends. Sites like Glassdoor exist because people are fed up with disrespectful recruitment processes. A company that drags candidates through multiple rounds for a mid-level position isn’t going to look appealing to other top-tier professionals.

When to Trust Your Gut and Bow Out

If you’re in the middle of a never-ending recruitment process, here’s a key takeaway: trust your gut. If something feels off, it probably is. Companies that can’t make up their minds or that push candidates through an excessive number of hoops are showing their cards—whether they mean to or not.

There’s no shame in politely bowing out if you feel the process has dragged on too long. A simple, respectful email can be enough:

“Thank you for the opportunity and for the time invested in this process. After careful consideration, I’ve decided to pursue other opportunities that align better with my current goals and availability. I wish you and your team all the best in your search.”

This way, you maintain professionalism without bending to a process that’s exhausting your patience and respect for your own time.

Final Thoughts: Respect is a Two-Way Street

At the end of the day, recruitment should be mutually beneficial. The company needs someone who can do the job well, and the candidate deserves a role that values their skills and respects their time. An overly lengthy, confusing, or disrespectful process benefits no one in the long run. It’s on candidates to stand up for themselves and their time, and it’s on companies to remember that recruitment is about finding a fit—not running a marathon.

If you find yourself in an interview process that feels more like boot camp, don’t hesitate to ask questions, assert your boundaries, and, if necessary, walk away. After all, a job is a partnership, not a test of endurance.