quite The Quandary
Imagine this: you go through a rigorous job interview, perform well, and receive an offer on the same day. You take time to consider it, even though it is a step back in salary and responsibility, because you are genuinely interested. Then, just days later, the offer is withdrawn. Not because of changes in budget, references, or restructuring, but because the company thinks you might get bored.
That is exactly what happened to a friend of mine last week. And it is wrong on many levels.
Once a company makes an offer, especially when a candidate is seriously considering or has accepted it, it becomes more than a casual indication of interest. It is a professional commitment. To withdraw that offer without any new or material change in circumstances undermines trust and reflects poorly on the employer’s decision-making process.
The reason given, “we think you would get bored” is both presumptive and patronising. It assumes that the candidate does not know their own mind or career goals. Adults are capable of making informed decisions about their professional lives. If someone applies, interviews, and accepts a role, it means they see value in it. It is not the employer’s place to project their own assumptions about how that person might feel months down the line.
People accept roles for many different reasons. These may include better work-life balance, interest in a new industry, a desire to step back temporarily, or simply the appeal of working in a different kind of environment. Assuming that someone will be disengaged just because the role appears “smaller” on paper overlooks the diversity of human motivation. It also risks dismissing experienced professionals who may bring depth, perspective, and value in ways that go far beyond job titles.
Let us not underestimate the toll this takes on a candidate. The job search process is already mentally and emotionally draining. To go through the effort of preparing, interviewing, receiving an offer, and adjusting your mindset, only to have it withdrawn for speculative reasons, is not only frustrating but also deeply disrespectful. It suggests the company never truly took the candidate’s interest seriously.
If there were concerns about long-term fit or retention, there were more constructive ways to approach the issue. For example:
Discuss motivations and expectations openly during the interview process.
Explore whether the role could evolve or grow in future.
Offer a fixed-term contract or a probationary arrangement if unsure.
To simply retract an offer based on speculation is not a sign of caution. It is a lack of confidence in your own hiring process.
This is not an abstract problem. It happened to someone I know and respect. They showed up, presented themselves honestly, impressed in the interview, and made a well considered decision to accept less pay and title. That decision was theirs to make. To have it taken away based on someone else’s assumptions about future satisfaction is not only unfair, it is disheartening.
If you are involved in hiring, reflect on how you approach these decisions. Trust that if a candidate says they are interested, they mean it. Respect their judgment and if you are unsure, talk to them. The hiring process is a chance to build trust and establish mutual respect. Let us hold ourselves to a higher standard in how we treat people at these pivotal moments in their careers.
Photo by Maksym Kaharlytskyi on Unsplash