Imagine getting to the sixth round of interviews—only to be told the company has “decided to go in another direction.” No offer. No feedback. Just weeks of preparation, unpaid assignments, and time you won’t get back.
If that sounds familiar, you’re not alone. In a recent LinkedIn poll conducted by our team, 631 respondents shared how many interviews their companies typically conduct—and the results were telling:
- 51% said 3–4 interviews
- 29% said 1–2 interviews
- 16% said 5–6 interviews
- Only 3% said 7+ interviews
While most companies seem to fall within a reasonable range, many job seekers today are experiencing a much longer, more grueling process. According to reports from Slate and CNBC, candidates have described going through seven, eight, or even nine rounds of interviews without securing a job.
The question is no longer how many interviews is standard—it’s how many is too many?
Why Are Interviews Dragging On?
There are several reasons the interview process has grown more complex in recent years:
Industry norms – Certain industries, such as technology, government, and finance, are known for having particularly rigorous hiring processes. For instance, candidates applying to large tech companies like Google or Amazon may go through multiple rounds of interviews, including technical assessments, behavioral evaluations, and panel interviews. These processes can span several weeks—or even months—before a final decision is made.
Role seniority- Leadership and executive-level roles naturally come with more scrutiny. Five or more interviews are typical as employers dig deeper into experience, leadership style, and long-term vision alignment.
Company size and internal dynamics – The larger the organization, the more stakeholders want to weigh in. This often leads to drawn-out decision-making and additional interview rounds, even when it may not be necessary.
Remote hiring – With virtual-first workforces, companies are compensating for the lack of in-person interaction by adding video calls, panel discussions, and technical assessments to fully evaluate candidates.
Cultural alignment – Organizations with a strong focus on company culture often include behavioral and culture-fit interviews, especially in later stages. While important, these extra steps can sometimes feel redundant or vague to candidates.
What Candidates Are Saying
The problem isn’t just the number of interviews—it’s the lack of transparency and follow-through.
Candidates report feeling strung along, unclear on next steps, and unsure if they’re even being seriously considered. In some cases, they’re asked to complete detailed projects or assessments, only to be ghosted after investing significant time and effort. As CNBC highlights, this is leading to what many call interview fatigue, and it’s causing companies to lose out on top talent.
What Employers Can Do Better
If companies want to hire top talent and protect their reputation, they need to prioritize a smarter, more respectful approach to hiring. That includes:
- Be transparent from the start – Outline the expected number of interviews and who will be involved at each stage. A clear roadmap prevents confusion and sets expectations early.
- Limit redundancy – Avoid repeating the same questions across multiple interviews. Make sure each round adds new insight and builds on the previous one.
- Respect candidates’ time – Only assign take-home work if it is essential to evaluating the role. Offer a timeline for when they can expect a decision.
- Provide timely communication – Silence between interview rounds is one of the most common complaints from candidates. Follow up consistently and promptly.
- Train interviewers – Internal alignment matters. Make sure your hiring team is aligned on what they’re evaluating in each round, so the process remains efficient and purposeful.
- Act decisively – Long hiring timelines often come from indecision. Companies that know what they are looking for make better hires, faster.
Candidates remember how they were treated during the hiring process. Every interaction shapes their perception of your company, whether they get the offer or not.
Why a Thoughtful Process Matters
Thorough interviews are important, especially for roles where long-term performance and team dynamics are critical. But too many interviews without structure, feedback, or purpose sends the wrong message. It signals that a company may be disorganized, indecisive, or unclear about what it wants.
Three to four interviews may still be the norm, but if your hiring process goes beyond that, make sure every step is intentional. A well-run process not only helps you hire the right person, but it also reinforces your company’s values and builds goodwill with every candidate you engage.
Because no one should feel like they’re working a second job just to earn the chance at the first one.
Additional Helpful Content:
How Many Interviews Should You Expect?
The answer depends on the role, but here is a general guideline:
- Entry-level roles: 1 to 3 rounds
- Mid-level roles: 3 to 5 rounds
- Executive roles: 5 to 7 or more rounds
The difference is clear communication. If candidates know what to expect, even a lengthy process can feel structured and worthwhile. However, when companies overextend the process without explanation, they risk damaging their employer brand.
Types of Interviews You May Encounter
Most multi-stage processes include several distinct types of interviews, such as:
- Screening interviews – Often conducted by phone or video, these quick conversations assess basic qualifications.
- Technical assessments – Used to evaluate job-specific skills, especially in tech, engineering, or finance roles.
- Behavioral interviews – These focus on past experiences to evaluate how a candidate approaches challenges, solves problems, and collaborates with others in a team setting.
- Culture fit interviews – Designed to evaluate how well someone aligns with the organization’s values and team dynamics.
Each serves a purpose, but poor coordination across rounds or repeated conversations with no new insights can leave candidates frustrated.
