What to do when the client rejects every single candidate

You presented 8 candidates. They rejected all of them. It's not bad luck — it's a sign that something in the process is failing.

Diagnosing where the problem actually is

When a client rejects 2-3 candidates with clear criteria, that's useful feedback. When they reject 7-8 candidates without being able to articulate why, there's a systemic problem that no additional candidate will solve.

The 4 scenarios and how to resolve them

Scenario 1: The hidden criteria

The HM rejects solid profiles saying "something is missing" but can't specify what.

Solution: Ask them to describe the last person in that role they thought was excellent. "What were they like? What did they do differently?" That extracts the real benchmark in their head.

Scenario 2: The impossible profile

The HM wants someone with 10 years experience, top MBA, C1 English, available immediately, at a salary that's 40% below market for that profile.

Solution: Present market data. "Profiles with these characteristics in Mexico have expectations of $Y. Do we adjust the budget or the criteria?" Without data, it's your word against theirs.

Scenario 3: The position that shouldn't be open

The HM has an internal candidate in mind but by HR policy has to run a formal process.

Signal: Rejects everyone before interviewing them, or the interviews are very short and superficial.

Solution: Ask directly: "Is there an internal candidate we're evaluating in parallel?"

Scenario 4: The process took too long

The best candidates already have other offers. The ones still available are the ones nobody else wanted.

Solution: Reset the process with explicit urgency. "Candidates at the level you're looking for aren't available for more than 2-3 weeks. For the next batch I need feedback within 48 hours maximum."