Don’t Burn the Bridge You Might Need to Cross Again

Before we being:

I’m still running the promotion for free resume/linkedin reviews for all founding subs.

I increased the price by $5 already since it’s getting a ton of inbound requests, and will have to increase the price again if it keeps increasing, so get on it now if you’re on the fence with it.

Someone asked me why I’m doing this, and it’s simple:

The more paid subs I get, the better visibility on the rankings here, which will help increase my subscribers. So it’s a win for you, and a win for me.

Remember, paid subs will also get:

• 2+ paid posts per week which will be a combo of:

  • Outlines of my accepted offers like this issue will be

  • Outlines of my career coaching calls

  • In depth lessons I’ve learned in recruiting that will break down from all angles for recruiters, job seekers, and hiring managers

Note: Once you upgrade to funding, either DM me directly on substack or email me at randomrecruiter3@gmail.com with a screenshot of your payment.

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In this issue

• Why not burning bridges matters more than ever

• The full story of Jerry, a candidate who played the long game

• How recruiters, job seekers, and hiring managers can all benefit

• What to do if you’ve already burned a bridge

• Action steps you can take today to protect your future

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Some advice stands the test of time because it’s simple and true:

Don’t burn bridges.

This has never been more relevant than right now.
The job market is unpredictable.
Layoffs, reorgs, restructures, it’s all up for grabs.

You don’t know which manager will be hiring again.
You don’t know which recruiter will have the next great role.
You don’t know when your network will be your lifeline.

So when people leave roles bitter, ghost recruiters, or cut ties the moment they land a job, they’re not “setting boundaries.”
They’re quietly killing future opportunities.

Let me show you what it looks like when someone does it right.

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The Story of Jerry

Back in 2019, we placed Jerry on a long term contract.
A major financial institution in New Jersey was doing a large system overhaul.
They needed Java talent with strong enterprise experience.
Someone who could onboard quickly and run with minimal hand holding.

Jerry fit the bill.

Had worked in both product and consulting environments.
He had the tech stack and industry experience they were looking for.

More importantly, he had the soft skills that would gel with the team.

We submitted him on a Tuesday.
Interviewed by Friday.
Offer in hand by the following Monday.

The initial contract was set for 12 months.
He onboarded fast, made himself useful, and even filled a few knowledge gaps on the team without acting like a know it all.

He never missed a deadline.
Never called out sick.
Never brought problems without solutions.

But then March 2020 happened.
COVID hit.
The world shut down.
And with it, the contract budgets.

Jerry’s engagement was one of many that got cut short.
With just a few days' notice, he was off the project.

Here’s the key though: he didn’t take it personally.
No angry emails.
No bridge burning LinkedIn posts.

No stupid tiktoks calling anyone out.
No demanding to be "made whole."

He simply said thank you.
Told us he appreciated the opportunity.
Said he hoped to work together again.

Most people say that.
Very few mean it.

Jerry meant it.

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Fast Forward to 2025

Last week, Jerry reached out.