You’ve just finished a job interview. It went well. You’re unwinding at home when, at 10 p.m., your phone buzzes. It’s a message from someone you didn’t meet at the interview. They say they’re with the company. They heard good things. They want to connect. Do you respond?
How quickly you do — or whether you do at all — might affect whether you get the job.
That’s exactly the kind of situation William Vanderbloemen, CEO of an executive search firm in Houston, has built into his hiring process. He calls it the “late-night text test.” And while it’s not an official rule, it tells him a lot about how someone might perform in fast-paced roles that require constant responsiveness.
The idea is simple: for roles that demand hustle, how you respond when the clock says 10 p.m. tells Vanderbloemen something your resume doesn’t.
But let’s be clear — not responding immediately doesn’t automatically disqualify you. Vanderbloemen admits most people take longer. In fact, he says replying within 24 hours is still better than average. But if someone responds almost instantly? That’s a signal. A green light. A cultural fit.
This isn’t about catching someone off guard. It’s about matching candidates with the speed and rhythm of the job they’re being considered for. If the company moves fast, the people need to as well.
The text message test is just one of several creative filters Vanderbloemen uses. Others include changing the interview location last-minute to see how flexible a candidate is. He once had to shift an in-person meeting in New York City and the candidate simply replied, “I like change.” That impressed him — not because it was clever, but because it showed adaptability.
Vanderbloemen is upfront about the fact that these tactics aren’t for everyone, and they’re not used for every job. He knows not every position requires a quick-trigger mindset. But for the ones that do, he wants proof — before someone’s on payroll — that they can handle the pace.
He also sets boundaries within his own team. After-hours messages are rare. If they happen on Slack, a reply that evening is expected — but only if it’s important. If he texts you, it’s urgent. If he calls you, pick up. That’s the internal rulebook.
And yet, even with these expectations, Vanderbloemen’s company has tried to build in respect for work-life balance. No one is being tested every night. But when the stakes are high, and the job is client-facing, the ability to respond quickly isn’t just nice to have — it’s essential.
What he’s really trying to assess is compatibility. Not just with the job duties, but with the company’s pace and personality. He likens it to matching organs for a transplant. It’s not about right or wrong. It’s about fit.
The test started a decade ago when Vanderbloemen was hiring for a role that required fast turnaround. He had a candidate who crushed the interview, so a colleague sent a friendly text around 10:30 p.m. The person replied right away. That sealed the deal.
From then on, it became part of the playbook — for roles that demand that level of availability.
It’s a strategy that sits somewhere between unconventional and controversial. Critics might say it feeds into hustle culture. Supporters say it’s a smart way to hire for fast-paced environments. But Vanderbloemen doesn’t claim it’s the right approach for every company. Just his.
He also understands the power dynamic. If a candidate gets a late-night message from the CEO himself, it might feel intimidating. So often, someone else on the team sends it instead. That way, the interaction stays low-pressure and more reflective of day-to-day communication.
In today’s job market, candidates face more rounds of interviews than ever before. Some industries, like tech, are still recovering from layoffs. That makes standing out even harder — and even small things, like a timely text, can set someone apart.
But the takeaway isn’t that you need to be glued to your phone at all hours. It’s that, for certain jobs, showing responsiveness and adaptability early in the process can say a lot about how you’ll show up on the job.
For Vanderbloemen, the text test isn’t about tricking people. It’s about clarity. His clients expect fast responses. So he needs to know if a candidate can match that speed. Simple as that.
And if someone isn’t a fit? That’s OK too. It’s better to find out early — before anyone’s hired and struggling. Because culture fit matters, not just skills.
Some jobs need calm, slow thinkers. Others need quick decisions and high availability. Vanderbloemen’s hiring methods might not be for everyone. But for him, they’ve helped build a team that operates with speed — and clarity.
For job seekers, it’s a good reminder that hiring isn’t just about experience or qualifications. It’s also about energy, timing, and how well your work style matches the company’s rhythm.
And sometimes, the simplest things — like replying to a late-night text — speak the loudest.
Jordan Ellis is a business writer and digital strategist at Hustle Framework, focused on practical tools and actionable insights for entrepreneurs. Passionate about helping you make smarter business decisions.
