Tip: How to answer the question, “Why did you leave a long term employer?”

44 Comments

1. AnonymousJune 1,2024 at 1:06PM UTC

   Sounds like you are making assumptions that he’s hiding something. What sector is this? My uncle worked for a govt contractor and had security clearance. When he left, he had to sign an NDA and it unequivocally stated he could not discuss the company or its inner workings. He could speak to his skills and what he did there as it relates to his skills, but nothing else. Perhaps you are looking for red flags. This is a hallmark of ageism in hiring.

2. Lorraine HerreraJune 3,2024 at 12:58PM UTC

   Also ableism since this hiring manager is judging by the way the candidate communicates directly. I always say, people in managing and recruiting positions should be required to learn all the employment laws.

3. AnonymousJune 1,2024 at 7:07PM UTC

   i agree with OP - that’s a super vague way to answer. There are ways to say something without sounding so weird about it. Even with an NDA.

4. AnonymousJune 1,2024 at 9:00PM UTC

   Respectfully disagree with your response. Wow!

5. AnonymousJune 1,2024 at 9:05PM UTC

   OP here—wow this took a turn I didn’t see coming.

   i posted to provide guidance to be prepared for this question. I was disappointed that a seasoned professional blurted out something he didn’t need to share. Most interviewers will inquire about job transitions. Interviewees should be prepared for those questions.

   I am not a recruiter. I am a hiring manager, C-Suite exec, and attorney. It is my job to look for red flags in the hiring process. It costs a lot to onboard and invest in employees. We want to ensure a good fit for all parties.

   This individual starts with our company on Monday.

   I hope that the judgement thrown at me for offering guidance that may help someone get hired doesn’t stop others from trying to be helpful.

   Carry as you climb.

6. Lorraine HerreraJune 3,2024 at 12:47PM UTC

   It also costs a lot for the employee to end up in a bad environment. Apart from the possible traumatic experience this person could have lived, that was made to sign a separation agreement, probably using even his health benefits as a bribe, your take is even more concerning after your explanation.

   A seasoned professional could be blurting out an honest answer also because they are neurodivergent. This person would still be a good professional being discriminated because of ableist expectations. Seems like you are not considering all the possibilities.

   Maybe is time to eliminate “seasoned” questions, get oriented about diversity and try to have an honest conversation with candidates. After all, candidates are humans, not pre-programmed machines.

7. Cam DunsonJune 2,2024 at 12:40PM UTC

   I’m confused as to what the red flag was. That he signed an NDA? Many companies require that to secure benefits upon resignation, so that shouldn’t be it. Was the red flag that he chose to honour his contract and not discuss the issue? That would be a mark of integrity to me, and an especially important highlight to a lawyer.

   What about his response was a red flag?

   I’m trying to understand here…

8. Cam DunsonJune 2,2024 at 12:41PM UTC

   Obviously OP saw something…

9. AnonymousJune 2,2024 at 12:42PM UTC

   So, you are an attorney, exec, hiring manager, and you’re advice was to lie at worst or obfuscate at best? And somehow everyone’s assumptions here are the problem? I hope the candidate works out for you. His honesty should be valued and his experience as well. The red flags still attach to your words, however.

10. AnonymousJune 2,2024 at 12:51PM UTC

    I worked at a company where people were let go for data manipulation. What I heard was that to not make it look like they were fired (the data manipulation was a more wide-spread systemic issue and they wanted to pinpoint it to some people so that a regulatory agency would not blame the whole company), they had to sign something that they could not disclose what happened and that they would not sue the company. Not sure if they got severance.

    I wonder if the person you interviewed went through something similar. His response comes off as a red flag. Even though people give BS reasons for leaving, he could have done the same I guess.

11. AnonymousJune 2,2024 at 1:46PM UTC

    My NDA was so strict, I wasn't even allowed to say I signed an NDA. If I violate it, they can demand a return of my generous severance package And if you lie on an employment application, that could be grounds for termination later If this person came from a toxic workplace where tiny pecadillos were used against him to force him out (as happened to me), then the response is totally understandable.

12. Lorraine HerreraJune 3,2024 at 12:38PM UTC

    At least seems like his answer saved him from another toxic environment. I would say he performed great in that interview.

13. P I.June 2,2024 at 2:40PM UTC

    It wasn't the answer you expected, but it was an answer. No red flag to me, just unfair judging on your part. Your post does in fact "help" as it reinforces how much personal bias goes into the hiring process. As a "hiring manager, C-Suite exec, and attorney" your job isn't only to "look" for red flags, but to also abolish them. Do better, this was petty.

14. AnonymousJune 2,2024 at 3:07PM UTC

    Appreciate the advice. It is hard for someone who spent their entire career to-date probably doing everything their employer asked of them, and suddenly the employer changed the rules and most likely the game.

15. Maggie MaoJune 2,2024 at 6:44PM UTC

    This question, and most commonly asked interview questions, are gauging someone's people skills, communication, and emotional intelligence.

    I spent a decade at one company and didn't have many interview experiences. Luckily, I received my next job offer via a network referral, so I didn't really have to go through a formal interview process, just a few honest chats with the C-suite to gauge interest and goals on both ends.

    Since then, I have been working on my interview skills and forming a 'good answer' that hiring managers want to hear. I have realized that applying for a job is like a buying and selling, not to say one has to 'lie,' but honesty doesn't always get you too far.

    The common question 'why did you leave your previous employer?' is not asking for the real reason someone left because, honestly, it's none of the interviewer's business. What the question is really trying to gauge is the candidate's EQ and whether they can form a polite answer that respects their former employer, while also ensuring there were no serious issues.

16. maria roseJune 2,2024 at 7:16PM UTC

    Dear anonymous commenter, if you read through the entire thread you should have seen that this candidate was hired by this OP .

    Personally any company that requires employees to sign NDAs in a competitive job market is merely trying to limit those employees from jumping ship to another company in the same field rather than addressing the real issue of dissatisfaction of the workers. For a long-term employee to state that they had to sign an NDA means they were in knowledge of proprietary information for that specific company and it is a standard requirement when they leave employment after such a long-term employment. Not everyone has great verbal interviewing skills and frankly I am more suspicious of those who talk too well in an interview and would prefer to see how they respond in direct dialogue about different job skills needed for the job .

17. Karen HenshawJune 2,2024 at 7:24PM UTC

    I worked at a company for 18 years then left not really on good terms. When asked this question I say that the job left me. I explain that the job I was hired to do changed so much that I wasn't finding fulfillment in it any longer. Is this a good answer?

18. Joan Williams, Senior Talent Acquisition SpecialistJune 2,2024 at 8:41PM UTC

    That's a great answer!

19. AnonymousJune 3,2024 at 3:39PM UTC

    It's honest but I have tried to give this kind of answer and have seen employers give the tight social smile and/or 1000 yard stare. Blaming ANY employer even slightly by complaining you were unchallenged or there were changes is a No-no; they'll think you'll bolt when you feel unchallenged or there are changes that don't go your way. Try to flatter the firm or company you're interviewing with research you've done about them, saying you're ready for new challenges.

20. Tami L CannizzaroJune 3,2024 at 4:54PM UTC

    You're headed in the right direction! I would say something to effect of, "I've really enjoyed my time at X, yet I've wanted explore other opportunities for awhile and when I saw this position I knew I had to apply. My experience makes me a good fit for (product management/whatever the position is), and I know I could make an immediate contribution to the organization."

    No one needs to know that you were unhappy - they would rather hear you are excited to come to their company and why you think you are a good fit.

21. AnonymousJune 2,2024 at 11:07PM UTC

    I disagree with your suggestion. He was being clear in his response and frankly anyone who has been at a company for 20 years was a good employee. Why he left matters less than why should I hire you here. PLease don't use negative interviewing techniques when considering people who are tenured with questions to find out what is wrong with them. Move on.

22. Stephanie Branch LekowskiJune 3,2024 at 3:32PM UTC

    I agree but employers are not used to long tenures at firms without seeing advancement. I held the same position for several years and am accepting that is holding me back. I'm now taking a certificate course and brushing up on computer and language skills, hoping that will change no to yes; not even making it to interviews as of now.

23. AnonymousJune 5,2024 at 2:30AM UTC

    I don't think you have to apologize for being in the same position for years. I would say instead that it makes you an expert! Not everyone is a ladder climber and often the day to day in a very nuanced role means that you have interesting work in the same role for many many years and that is a great thing. Spin some positivity on it and don't let the negative nellies make it a bad thing!

    Try telling them that you stayed in the role because the daily challenges and the opportunity to be impactful to customers and internal stakeholders was so interesting. That should spin it up! Good luck.

24. AnonymousJune 3,2024 at 11:28AM UTC

    "Thanks for the conversation, let me scoot over as my red flag needs to fit on my seat too" When you don't prep for an interview, you get that!

25. Lorraine HerreraJune 3,2024 at 12:34PM UTC

    So you prefer people to lie? Have you thought that maybe that person went through a traumatic experience work and didn’t even thought about lying? An NDA usually means a separation agreement, that by the way are illegal now, where the company is trying to buy his silence and making him sign away his right to sue or file a case with an agency. But you think he is the one with the red flags? First, I personally think that question doesn’t provide much value to the interview, since people are expected to lie in their answer. However, in my personal case, when I went through a traumatic experience and was fired as retaliation because I filed a complaint (a legally protected action), I used to say just that. Why? Because I decided that question was going to be the way I would also test the company. If they were going to discriminate me, they better do it right there in the interview and save me more trauma in the future. The two companies I was interviewing in that moment, I got the job in one and I received a call from the other months later that they wanted to create a position for me, for my professional profile. I’m glad I discovered there are hiring managers that appreciate honesty and values over rehearsed generic answers.

26. AnonymousJune 3,2024 at 12:45PM UTC

    Seems like many of the commenters here aren't hiring managers! First, it is CLEARLY relevant to know why a candidate left a job - a layoff vs. firing for cause vs. voluntarily leaving are all different and all tell you something about that candidate's current situation, mindset and what they might bring to your company.

    Second, while candidates certainly shouldn't lie, having a narrative that avoids negativity and minimizes any fault on the employee's part is best. Regardless of the circumstances of the NDA, the termination had to be positioned as either firing for cause or a layoff for unemployment benefits. If a layoff with no intent to immediately rehire, "my position was eliminated" is completely fair. If the issue was a firing for cause that's more delicate and I'd need to know the circumstances before helping to craft a narrative.

    I've had to handle this issue myself and typically state that my company had a lot of leadership turnover, and that one new president (who is no longer with the firm) replaced the entire senior team, including me. I always note that the departure was amicable and that I've continued to work with the company as a consultant. No one has ever cut me from the interview process for this or honestly even asked many more questions. It does help that it is well known to others in my industry that my past company was doing a ton of layoffs though.

27. AnonymousJune 3,2024 at 5:11PM UTC

    Sometimes people are fired and some departures aren’t amicable, while none of those things are the employee’s fault. Just look at the EEOC statistics, look at how many times a year they review their different guidelines. If this is constantly being evaluated, means situations like the ones they are attending are constantly happening.

    Pretending for people to ignore difficult and maybe traumatic experiences, just to give a textbook response, is literally expecting for them to lie. Is retaliating against one person that is genuine.

    Apart from that, the replay this hiring manager wrote, shows ableism and discrimination. Assigning red flags to a form of communication will lead towards discriminating against entire protected groups.

    Instead of assuming nobody here is a hiring manager, to justifying toxic practices, you could take this as a learning opportunity. Observe different points of view and make the space to hear what non-hiring manager say. After all, the majority of your workforce is composed of not hiring managers. Those experiences as an employee have a lot of input in who we are and how we respond. Also in what we look for in a company, because the hiring manager is not the only one selecting.

    The time where only the hiring manager was selecting, is over. Employees are seeing their value and companies that don’t want to honor that, are observing a significant employee turnover and poor retention. Is time to be humans and understand how humans function. Time to value people that are genuine and faithful to their values. Limit yourself to analyze the skills and qualifications, that is what is important to get the work done.

28. AnonymousJune 3,2024 at 10:02PM UTC

    Having been fired, I would never say “I was fired” in an interview. If you believe someone would tell the truth about that, you may want to rethink your career.

29. AnonymousJune 4,2024 at 4:53AM UTC

    I agree. After 10 yrs in a c-suite supportive role, a new CEO came in and replaced the entire team, including me. The company retained me in a lower position (though preserved my salary). I stayed for 2 more years, but HATED the job they placed me in; thankfully landed a new, better paying job elsewhere and still love it 4 yrs later. Upon interview, I had no problem stating the prior job eliminated positions and reorganized, which was true.

30. AnonymousJune 4,2024 at 12:31PM UTC

    There are times when people are fired through no fault of theirs. Retaliation for instance. And not everybody is going to have money to pursue lawsuits in those cases. So being fired in itself is not a red flag at all. In the OPs case, the person answered honestly. They can’t talk about it. Assuming the worst is on the OP. Not the person being interviewed who is just being honest and legal.

31. Lorraine HerreraJune 3,2024 at 1:01PM UTC

    Exactly the red flag I saw. Ableism, a hiring manager completely ignorant to the forms of communication used by neurodivergent individuals. Individuals that can be brilliant, loyal and hard workers, but better to use a tricky question to take them out.

32. Liz MilneJune 3,2024 at 3:37PM UTC

    See I would take this as indicating that he refused to go along with something shady that his previous employment imposed on him, not a red flag against the candidate... (Yes, it could be either way, but I find it weird to automatically assume that the little guy (the employee) is in the wrong against a corporation that uses punitive NDAs...)

33. Afo Ogbeyalu KaluJune 4,2024 at 12:47PM UTC

    I agree. My first thought was that the organization used the NDA to protect its interests, ranging from proprietary information to wrongdoing. I would not use it against the candidate.

    What I typically advise my clients to do in similar situations is pivot the conversation towards accomplishment . . . "I am not at liberty to discuss the specifics, but what I will share is that while I at ABC Corp., my career highlights include . . . . "

34. KathleenJune 3,2024 at 4:25PM UTC

    Yes, I agree with many on this thread, the red flag assignment belongs to the employer. Anyone with a 20-year history anywhere signals all the positive attributes a hiring manager should be seeking. Furthermore, this question today poses no value. So many ask this question under the guise of "getting down to brass tacks." Hire someone based on their skillset, qualifications and work history. Period. Its no one's business beyond that. (Clearly with so much financial engineering, leadership turnover, strategic failures and short-sightedness -of course, people are seeking new opportunities. ) To the hiring manager that posed the question, does the candidate with the 20-year history have the skills to help you solve your problem/meet your needs? That's what you need to spend time on sorting out.

35. AnonymousJune 3,2024 at 6:40PM UTC

    There are definitely ways to answer that question without having to need to go against ANY NDA, that's where the candidate didn't prep for the interview. There is NO way they think they would have NOT been asked why are you looking, why did you leave, etc. Something as simple as ' Looking for a new opportunity that encompasses and encourages their team to reach for growth opportunities in an people first environment". Turn that around with something like that and not come across with a NOT gonna answer that question. YOU need to figure out how to present your worth even in those instances of a NDA. The red flag is the lack of understanding that the interviewers need to learn more and how can they check the skill set if they can't get in there. Trying to set up people for success is important.

36. maria roseJune 3,2024 at 11:34PM UTC

    Have you ever read through the long feed with everyone following the thread and suddenly find one person just jumping in and asking for answer posted by the OP already in the thread in response to this late comment. But if it makes you feel better to jump on my case feel free to deviate from the discussion thread with a sidebar comment. Realize that I give the alternative viewpoint contrary to the popular opinion.

37. Julie DorbonJune 4,2024 at 12:23AM UTC

    This can be such a challenging question especially if, like me, you are honest to a fault.

38. AnonymousJune 4,2024 at 12:25PM UTC

    Actually, the candidate's response isnt that far from being perfect. He agreed to not talk about the circumstances, and he's honoring that. If you know that they restructured and he lost his job thru no fault of his own (which the employer would verify or he would have a Service Letter stating such), then he's telling the truth and honoring his legal commitment. I don't see an issue with this at all.

39. AnonymousJune 4,2024 at 12:31PM UTC

    As a hiring manager, I don't have an issue with the answer the candidate provided.

40. AnonymousJune 4,2024 at 12:59PM UTC

    Me neither! No idea why the OP is in a tizzy about this.

41. KellyW43June 4,2024 at 3:33PM UTC

    To me, it seems like they did something wrong to him and made him sign an NDA when they settled.

    I have no issue with this answer.

42. Lorraine HerreraJune 4,2024 at 10:10PM UTC

    NLRB decision from February 21, 2023 …

    “Today, the Board issued a decision in McLaren Macomb, returning to longstanding precedent holding that employers may not offer employees severance agreements that require employees to broadly waive their rights under the National Labor Relations Act. The decision involved severance agreements offered to furloughed employees that prohibited them from making statements that could disparage the employer and from disclosing the terms of the agreement itself.”

    According to the March 22,2023 guidance, the only confidentiality they can ask the employee to sign is about property. Non disparagement clauses are also limited to defamation. Is illegal to ask employees to sign away their rights in exchange for benefits or payments.

    “Are there ever confidentiality provisions in a severance agreement that could be found
    lawful?
    Confidentiality clauses that are narrowly-tailored to restrict the dissemination of
    proprietary or trade secret information for a period of time based on legitimate business
    justifications may be considered lawful. See note 9, supra. However, confidentiality
    clauses that have a chilling effect that precludes employees from assisting others about
    workplace issues and/or from communicating with the Agency, a union, legal forums, the
    media or other third parties are unlawful.”

43. AnonymousJune 5,2024 at 12:45PM UTC

    I was in a similar position as your candidate, only there was an ongoing investigation into the matter and it was emphasized that I could not talk about the issue to anyone or I would face legal consequences. I had reported several issues, two separate investigations were launched into someone else, but I was not allowed to discuss it. When the report was made public, I still was told not to discuss it. These types of situations are really difficult to navigate because there are legal consequences especially if there was any kind of settlement. Your candidate may have been advised that this was the only acceptable response to that question to protect the company from further embarrassment and nullify the agreement.

    My first few interviews were horrible because there was lots of trauma involved. While I wasn't quite as abrupt about my response, the first few times, I know I gave that same vibe. It is terrifying. I eventually quit applying for jobs unless I had a strong connection through my network who could speak on my behalf about my work while I was in the position.

44. Lorraine HerreraJune 6,2024 at 7:32AM UTC

    I said that when the person says an NDA, usually means a separation agreement, because nobody likes to say they were fired. Specially if it was a traumatic experience. I never said the NDA is illegal, read again.