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Interview at an org where the Director used to be my subordinate.

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Interview at an org where the Director used to be my subordinate.

I have an interview coming up at an organization where the director used to be my subordinate. I can't say we were chummy - we weren't. She definitely kept me at arm's length, which is fine. When I was coaching her, she was hesitant to take action on things, and later on she moved on to the firm that I am now applying to.

I'm a little reluctant to reach out to her, given our history. I thought she was nice, a good person, and I'm sure she knows how I felt about her - I was trying to help her performance. But I'm not sure if she would hold it against me?

Now I'm not sure if I should reach out given that history. Or am I being unnecessarily harsh? I feel like with others I worked with, I could say the same. I don't know if I'm over emphasizing the negative or if I'm spot on.

Fairygodpeople, what are your thoughts? Am I overthinking this? Do you have any recommendations on this situation?

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  1. Anonymous

    First off let us know if this person will be your direct supervisor. If so, that could make things uncomfortable. Especially considering what you shared. I’ve seen this in my environment where a director left then her friend took the role, years later the previous director returned under her direction, turns out the previous director was wonderful but the replacement leaned on her to do her job, all this to say, is to consider whether this is a good move for you if you working for a previous subordinate where there were issues.

  2. Anonymous

    I have the same question as the other poster. Is she part of the hiring team or the hiring manager? If she is just part of the team interviewing candidates, then she is likely there because you used to work together and can give perspective on her experience with you. If she is the hiring manager and/or your direct supervisor after you are hired, then you need to make sure this is a situation that you want to get yourself into. Reaching out to her is optional, but the stakes are higher if she is your direct manager/supervisor. Not any help, I know, but you know best based on your previous relationship. I don't see a downside in reaching out either way.

  3. Anonymous

    It’s a small organization and I would be reporting to her - she would be the hiring manager. One thing to mention as well, is that my boss saw the same issue with her and wanted me to impress it upon her - I wasn't the only one that saw this, and I imagine he had the same conversation with her.

  4. Anonymous

    Oof. If it was me, I'd pass. Unless you're absolutely desperate for a job (and we have all been there), I'd pass. Small org and she's your sup? If you're feeling uncomfortable now, imagine working there. Please keep us posted!

  5. Anonymous

    I wouldn't automatically pass, I'd at least interview. Now that she's a manager she might understand why you coached her how you did. Sometimes people see things differently given some time and maturity. It doesn't sound like you had a bad relationship, just a normal manager-employee one where you had to provide constructive feedback.

  6. Anonymous

    I mean, if I were to get the job, I think I'd be pretty happy to get the role. I just am not sure about reaching out to her because there was that good/bad feeling going on, and I don't know if she would hold those issues against me.

  7. Anonymous

    Keep the past relationship in the past. Use your knowledge of her working style in the back of your mind when interacting with her should you get the role and if she brings up past negative interactions when you meet let her know that you want to work with her in a clean slate and how can you reshape a relationship in this new environment. You just have to let bygones be bygones and go into it fresh and untainted or you will have a rough go. If asked by others about the relationship keep things neutral when speaking. Good luck in the interview.

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