We got 350 applications for it. We listed in the JD that remote was ok but needed to be in specific countries for us to hire. I’d guess 90% of the applicants were outside those countries. Of the remained the problem is that most of them all have the skills we’re looking for. One thing is for sure, I read every single cover letter that came through, and I’d say that the vast majority of ones that made an actual effort we interviewed.
And on the casting I personally guaranteed for a date when they will get a result. Rejections included feedback that helped candidates understand our decision and improve their craft.
This is in my opinion how you do things when you have a shred of respect for the people on the other side. Actors greatly valued how we did things.
If you can't live with the insecurity of knowing whether you're able to keep those dates, just make a pessimistic guess and add a few days on top. It is really not that hard.
But every job posting I’ve set up, I’ve configured an auto response template. It’s just a generic “sorry we decided to proceed with someone else” but it’s at least closure. We used to provide a few templates until someone demanded (including multiple emails to the hiring manager directly) looking for more information after we had send them a “sorry but we didn’t think your skills were a good match to the role”. It’s not perfect but at least everyone gets an answer from me.