I am interviewing for a position this week, but was told the CEO has trust issues.

25 Comments

1. AnonymousFebruary 13,2023 at 2:38PM UTC

   I would say bypass this one if you can - a micromanaging trust issued boss is not a fun work environment and won’t change but will make your life a living hell

2. AnonymousFebruary 13,2023 at 2:55PM UTC

   Definitely interview and gain additional data points. To probe for the micromanagement tendency, I would ask what the CEO is looking for in [role]. What has made others successful or unsuccessful in the role? Simply asking them about themselves and their style, you will learn a lot.

3. Rebecca AliFebruary 13,2023 at 3:01PM UTC

   I would have an open mind. Perhaps the person is a "micromanager" because they've been let down by their team(s) repeatedly and the trust has to be re-earned. Or it could be that they've never been told/coached to share control. I would put the "warning" into context - what kind of company, how is the company performance, who are the competitors and how does that play into this management style, how long has the CEO been in place, male or female, how closely will you be working with that person, what is your ideal way to be managed, etc? I would do the interview and I would ask questions - what's your management style? How often do you want/like updates on projects? How much detail do you need to feel comfortable with these updates? How do you build trust with your direct reports? etc. Any interview should be two-way - while you don't want to say "I hear you're a micromanager" - you can confirm that information with good questions. I'd rely on my own data collection and not the experience of another person before you jump to any conclusions. Good luck.

4. Jen FrischenFebruary 15,2023 at 8:10PM UTC

   Spoken like a micromanager.

5. Rebecca AliFebruary 20,2023 at 1:43PM UTC

   Actually it's more like someone who tries to give people the benefit of the doubt in a non-judgmental way while collecting data so that I can decide for myself.

6. Jen FrischenFebruary 13,2023 at 3:35PM UTC

   I think if you have been told she is a micromanager, and that is a "no go" for you- then bow out. Why start a job where you've been told it was not a great fit for you and then have to resign or be miserable there?

   I was in a situation several years ago where I took a job at a company where I had been told one of the supervisors was a micromanager. I had also been warned that he was the type person who viewed any questions as questioning his authority. He also had the reputation that once he made up his mind about something or developed an opinion, no matter if he was dead wrong, that no-one could change his opinion.

   He was not to be my direct supervisor, and I really liked my direct supervisor. The pay was going to be great. The position was closer to home and would save me about almost 200 miles a week in commuting. I didn't think I would have a lot of dealings with this other person, so I accepted the position. I had a feeling in my gut that it could go bad, but I ignored it thinking I was just overreacting.

   I was there for about six weeks before the partner was appointed to be the partner in charge of HR. At that point, everything went downhill at rapid speed. This partner insisted I show him everything I was working on, even though it was not anything he dealt with on a regular basis. I would have to give long reports on my work. I asked my supervisor to review my reports to be sure I was handing in what was required. My supervisor, who was actually senior to this person, said these reports were not a reasonable request and I would not be preparing the reports, and he would take care of the situation.

   The workplace grew continuously hostile.

   During all of this, I found out my grandmother had cancer. While out at lunch one day with a friend, I was commenting that times like these were what made me realize I could not sweat the small stuff and I was really trying to decide what I needed to re-arrange to be able to spend time on the things "that really matter" meaning my grandmother. I was trying to find a way to be able to travel up to see her at least once a month so I was re-arranging some obligations in other areas of my life to make it easier for me to travel on the weekends I had short workdays on Fridays. We had 3 short Fridays a month at work and one full Friday.

   Well, apparently HR partner came into the same restaurant and was seated behind me and my friend. After lunch I got a call to come into his office. I arrived and my supervisor was not there. I told him I would wait until he arrived before the discussion went any further. My supervisor arrived, and HR partner started to chastise me for "criticizing his management style." I asked him what on earth he was talking about and he said he heard me telling my friend that I was re-evaluating how to avoid worrying about the "small stuff" and he knew I was talking about him being a micromanager. I told him he was greatly mistaken and he really shouldn't have jumped to conclusions. I explained what I was discussing with my friend, even though it was truly none of his business (I didn't say it was none of his business when we were meeting). The HR partner was looking rather embarrassed for being so rude and for making assumptions. I told my supervisor I was really sorry, but I could see that the situation was going result in more meetings about "misunderstandings" and "assumptions." I gave my notice and happily spent my grandmother's last days with her.

   If I am ever told that someone is a micromanager or has trust issues, it's a no go. I won't even do the interview.

7. AnonymousFebruary 13,2023 at 4:01PM UTC

   Good for you :-)! No employer cares enough about making the employee experience bearable than you care about your mental and emotional well-being. Besides the "homework assignment" he tried to give you, getting pulled into a meeting for bs "Big Brother" reasons is hazing, plain and simple. Always trust your instincts!

8. M. FrancoFebruary 13,2023 at 4:22PM UTC

   Jeez!
   I can literally feel the tension and anxiety you must’ve gone through. Sorry you had to experience that. It’s great you got to spend that time with your grandma. And may you never have to deal with a micromanager again!!

9. AnonymousFebruary 13,2023 at 3:39PM UTC

   Just the fact that they have to warn you is a big yellow flag. I'm not saying don't take the job if you need to, i.e. financial concerns, but I would think very much before going forward with the process. The chances of them being able (or willing!) to reign her in is next to non-existent; I speak from experience. I would look into other options if at all possible, just so you can feel like this isn't it. Good luck!

10. Heather CutlerFebruary 13,2023 at 3:49PM UTC

    Please keep in mind that your experience may be completely different than the person that referred you.
    I hate the thought of bypassing a great job because of someone else's hearsay. Her experience may not be your experience.

    I used to work with a woman who was terminated from her management role, perp walked out the door! She was called out on her bad behavior and lost her job because of it. She had a slew of unkind things to say and for months after her departure would make comments like: I'm concerned for all of you, watch your backs, etc. At the root of the problem, however, was that she got called to the carpet!

    This person may see the CEO as a micromanager because she lacks attention to detail or her work product has been inconsistent. You're only hearing one side of the story.

    Take this great interview, remain curious and listen to the CEO's vision. Once you have more data points and information, you can make the best informed decision for your career path.

    What I wouldn't do, though, contrary to Anon below is throw the baby out with the bathwater and bypass this interview based on second hand information. Best of luck in your interview and please report back!

11. AnonymousFebruary 13,2023 at 3:56PM UTC

    Take the time to formulate your own opinion. There may have been extenuating circumstances requiring the CEO to be more hands on that he would be under your leadership. While meeting with him, have questions ready that can help determine how you would work together. Good luck!

12. AnonymousFebruary 13,2023 at 4:10PM UTC

    Anyone saying to take time to form your own opinion or to have an open mind has never had their life wrecked by a micromanager. A CEO is unlikely to ever see someone who doesn't likewise have a "C" title as "a peer". The bigger issue isn't the micromanaging, but the trust issues. Go to the interview, because the worst thing that can happen is it's not a good fit, and you decline the position. But be upfront in the interview too about work and management styles. It's the only way you will know for sure.

13. AnonymousFebruary 14,2023 at 7:13PM UTC

    As the poster of the 'formulate your own opinion' message you referenced, the reason I suggested the OP to do so, is that in a previous role, our CEO took a more hands on approach. From meeting with him, I realized that was due to his director wasn't doing her job. It forced him to action more plans than provide leadership. Like the OP, I was worried about this arrangement. Talking with him, I realized that's not what he wanted. Our relationship was different than previous employees and he grew to trust my leadership. While I understand the OP's hesitation and it could be a red flag, I would encourage the OP to find out for herself.

14. Cheryl ParsonsFebruary 13,2023 at 4:11PM UTC

    I agree this is an orange flag (red/yellow). There are lovely comments for you here; my only addition would be to dig for your truth. Ask questions of those you are interviewing about how involved the CEO is with the decision, whether they have ever encountered a change in direction from the CEO, and how did that come about/how did the teams handle it. Ask for an example of how they (whoever you are interviewing) presented an idea that was implemented, ask about oppositions and support, etc......Find questions and answers that satisfy your need. Once you decide, be comfortable that it is the right decision for you. Best of luck

15. Barb HansenFebruary 13,2023 at 5:01PM UTC

    If I heard that a potential manager had "trust issues and was a micromanager" from one person, I wouldn't necessarily take that fact as global, perhaps it's just that one person's experience.

    There are staff who are "micromanaged" for a reason - they don't have the necessary skill set and their manager has scheduled many check-ins while the project is getting started (that's not micromanaging, that's managing)

    Or

    Perhaps the staff member has a habit was messing up their work and the manager is watching them closely.

    Or

    Perhaps the manager is not a good manager and does micromanage staff who don't need to be micromanaged.

    Here are a few questions I would ask during an interview:

    Note: I won't ask all of these questions but I would have this list available and drop in questions that make sense based on the topic at hand during the interview.

    1- How do you assess a new team member's ability when assigning them work during their onboarding period?

    2- What management process to you follow when accessing a new employee's skill level?

    3- What characteristics did the last candidate that held this role have that made them a perfect for this role or made them not a good fit for this role?

    4- What are the top characteristics are your looking for in the person that fills this role?

    5- Why is this position open?

    6- What are the top three things that I would need to learn about you when I start this job?

    good luck!

16. Lesa Edwards, Career Coach & Master Resume WriterFebruary 13,2023 at 5:49PM UTC

    Great questions, Barb!

17. AnonymousFebruary 13,2023 at 7:37PM UTC

    I'm with Barb...........

18. Amy ConwayFebruary 14,2023 at 2:10PM UTC

    Honestly, if this is the way the CEO is described…there is likely some truth to it. Even to a struggling employee, a true inspirational leader would not show lack of trust and micromanaging characteristics. This probably depends, do you report to the CEO? If so, then ask a direct question-what is your leadership style? And if you are interviewing for a c-suite role you need to be courageous enough to say in an interview, this is how I work best… does your leadership style reflect that?

19. AnonymousFebruary 14,2023 at 8:48PM UTC

    This is perfect, thank you. I would report to the CEO but not join as C-Suite at this time.

20. AnonymousFebruary 14,2023 at 3:28PM UTC

    Great idea :-)! I read somewhere that jobs feel like they can "screen" candidates all they want but candidates have to be very careful if they try to do the same. Reading "between the lines" based on their answers to the candidates' questions is essential!

21. kay JackFebruary 15,2023 at 1:43PM UTC

    DO Not do it. Anytime a manager is described that way , there is truth to it . I got out of a horrible situation like that in 2020. Good luck

22. ReachingGoalsFebruary 15,2023 at 2:45PM UTC

    Micro managers are hard to work with and exhausting. Women bosses are usually the worse. I have had two good ones in 50 years (one is my current boss who is my youngest kid’s age). All that being said, you will never know if you are the person who can successfully work with this woman. It might be a great fit for the both of you. And if it isn’t? Then you move on

23. Marla BrittFebruary 15,2023 at 3:43PM UTC

    When u get to interview w this CEO ask lots of questions. Ask them what they think success in this role looks like. Ask about their expectations of someone hired to this role. Don't say u are asking for u in this role as u don't have it and u don't know if u want it but for whomever is in this role. Ask for them to think of the most successful person they have ever seen do this role and what made them successful. Look for answers that suggest micromanagement, tons of hours, total devotion etc.

    Aka interview them.

24. Crystal HowellFebruary 16,2023 at 10:53AM UTC

    Just interview, and ask questions that will put your mind at ease. Maybe co workers saying negativity about their boss need to be micromanaged? Gossip is Gossip, go withh your gut, ask her outright kindly

25. Liz MilneFebruary 20,2023 at 5:25PM UTC

    Why would you be seen as a peer to the CEO? Unless you're a co-CEO, you're not her peer...