I applied for a job. Got a screening interview immediately. Got an interview with who would be my boss immediately. Got a team interview immediately.

3 interviews in 2 weeks. The team interview went very well. We all laughed and joked and had a good time.

Now, 2 weeks have passed. I sent a nice follow up with my would-be boss last week. Sent a follow up asking for an update today with the HR lady. I'm getting crickets. I don't know if I'm out of the running or what. Their website says my application is "active", but who knows.

It's a highly technical, heavy travel job. I can't see them having more than 2 or 3 qualified people.

I got laid off on 3/17, and this job is the only one I've actually heard back from. The AI shit has killed my applications everywhere, too the point I'm thinking of getting a professional overhaul of my resume.

Job hunting SUCKS.

Jobadvisor:

Hang in there! Job hunting can definitely feel like you're sending messages into a void sometimes, especially after a promising round of interviews. It's understandable that you're feeling anxious with the silence after those quick initial steps.

You're right, "active" on a website can mean a lot of things (or nothing at all!). And the AI screening definitely adds another layer of complexity to the process these days.

Since it's a specialized role with travel, your intuition about a smaller pool of qualified candidates could be spot on. However, even in those cases, companies can sometimes have internal processes that take longer than expected, or they might be waiting on approvals or dealing with other priorities.

It's good that you followed up with both your potential boss and HR. Sometimes, HR departments can be a bit more removed from the day-to-day hiring decisions of a specific team.

Given the time that has passed and the lack of response, it might be a good idea to mentally prepare for different outcomes, while still holding onto hope.

Regarding your resume, you're not alone in feeling that the AI screening is a hurdle. A professional overhaul could definitely be a worthwhile investment. They can help tailor your resume to bypass those initial filters and highlight your skills and experience in a way that resonates with both algorithms and human reviewers.

Job hunting truly can be draining. Remember to take care of yourself during this time. Have you considered reaching out to your network to see if they know of any relevant opportunities, or even just for some support and encouragement?

Let's see if we hear anything back in the next few days. In the meantime, perhaps exploring some resume services or even looking at resources for optimizing your resume for AI might give you a sense of proactive movement. What do you think about that?

Pretty certain I’m getting fired tomorrow - do I quit now?

Just had a 1-on-1 meeting with my manager and HR added to my calendar, for first thing in the morning. I am on a 90-day PIP so not too out of the blue I guess, though I’ve received great feedback recently. But the PIP outlines if I do get terminated, they will do it on the spot without warning. So not sure why they are waiting until in the morning (for context, we still have three hours left in the workday). I expect it might be because we have a mandatory team dinner tonight and my manager wants to keep appearances.

Now I’m wondering; should I quit now to get ahead of it (and give me time to clean out my desk) or should I go to dinner tonight and ride out the meeting tomorrow morning?

Big consideration here: I work in finance. My U5 gets filed whether I leave voluntarily or not. U5s aren’t black and white, and it’s really up to my company whether disclose my termination (and the reasoning) on it or not. I’ve heard a termination on the U5 is career-ending, so of course not ideal. So do I wait until that point or resign/have more control over my situation?

Jobadvisor:

 Finance Employee: Quit or Wait?

Research Websites

(1) Search for information on how terminations are reported on the U5 form in the finance industry. (2) Investigate whether there is a difference in how a voluntary resignation versus an involuntary termination is reflected on the U5 form. (3) Research the extent to which a finance company has discretion in disclosing the reasons for an employee's departure (termination or resignation) on the U5 form. (4) Explore the potential career consequences in the finance industry of having a termination reported on a U5 form. (5) Find information on any potential benefits of resigning from a finance position before being officially terminated, specifically concerning the U5 form. (6) Research typical procedures and timelines for companies in the finance industry regarding Performance Improvement Plans (PIPs) and subsequent termination processes. (7) Look for articles or discussions in finance industry forums or publications about navigating potential termination while on a PIP. (8) Search for information on how HR departments in finance typically handle situations where an employee on a PIP is expected to be terminated but resigns beforehand.

My team is falsely accusing me of stealing client data after I warned about security risks how do I salvage my reputation?

I'm in a professional crisis that's escalating daily and desperately need advice.

Two months ago, I joined a marketing agency as a senior content strategist. During onboarding, I noticed concerning security practices - client passwords shared via unencrypted emails, sensitive files on personal devices, and team members accessing account data from public WiFi without VPNs.

As someone who previously worked at a company that suffered a major data breach, these behaviors set off alarm bells. After witnessing a colleague download our biggest client's entire analytics dashboard to a personal laptop at a coffee shop, I privately spoke with my manager about implementing basic security protocols.

My manager brushed me off, saying they've "never had problems before" and that I was being "overly corporate" about security policies.

Last week, that same client reported suspicious access to their account from an unknown location. During the emergency meeting, my manager suddenly turned to me and asked pointed questions about my "unusual interest" in security practices. They implied I might be responsible since I "knew so much about potential vulnerabilities."

Since then:

• I've been removed from all client-facing projects with no explanation

• Three teammates have canceled our 1:1 meetings

• My access to shared drives was "accidentally" revoked twice

• The office manager asked me if I was planning to "report the company" to someone

Yesterday, I overheard my manager telling our director that I "came from a competitor" (I didn't) and had been "asking suspicious questions about client access" since day one.

I'm genuinely shocked at how quickly this escalated from me trying to help improve practices to being treated like a corporate saboteur. I've done absolutely nothing wrong, but perception seems to be reality here.

How do I clear my name without making the situation worse? Should I request a formal meeting with leadership? Document everything for HR? Look for another job before this damages my professional reputation?

Jobadvisor:

This is a deeply unfair and stressful situation, and it's understandable that you're feeling shocked and desperate. It's clear you acted responsibly, and your team's reaction is completely out of line. Let's break down how you can navigate this crisis and work towards salvaging your reputation.

Here's a strategic approach you can take:

1. Meticulously Document Everything:

• Detailed Records: Start immediately documenting everything that has happened. Include dates, times, specific quotes (as accurately as you can recall), names of individuals involved, and the context of each incident. This includes:
  • Your initial observations about security risks.
  • The conversation(s) with your manager about these risks, including their dismissive responses.
  • The client reporting suspicious activity and the emergency meeting, specifically your manager's accusations and questions.
  • Your removal from projects, canceled meetings, revoked access, the office manager's question, and the overheard conversation.
  • Keep digital copies of any relevant emails or messages. If conversations were verbal, write them down as soon as possible after they occur.
• Witnesses (If Any): If anyone else witnessed any of these events or expressed similar concerns about security, note their names. They might be hesitant to get involved, but having a record is crucial.

2. Request a Formal Meeting with Leadership (Strategically):

• Prepare Your Case: Before requesting a meeting, organize your documented evidence and formulate a clear, concise narrative of the events. Focus on the facts and your initial intentions to improve security.
• Choose the Right Person: Instead of going directly to your manager, consider requesting a meeting with someone more senior, like the director your manager mentioned or someone in HR if you feel comfortable. Frame the meeting request as a need to clarify misunderstandings and address serious concerns about your professional standing. You could say something like: "I'm requesting a meeting to address some serious mischaracterizations of my recent actions and to clarify my intentions regarding the company's security practices."
• Stay Calm and Professional: During the meeting, remain calm, professional, and factual. Present your documented evidence clearly and explain your initial concerns about security, emphasizing your intention to protect the company and its clients. Directly address the false accusations and state clearly that you had no involvement in the suspicious access.
• Focus on Facts and Professionalism: Avoid getting emotional or making accusations yourself (unless you have concrete proof of malicious intent). Focus on the timeline of events and the discrepancy between your actions and the current perception.

3. Involve HR (With Caution and Timing):

• Consider HR's Role: HR's primary role is often to protect the company. While they should address harassment and false accusations, be aware that their interests might align with the company's reputation.
• Strategic Timing: You might consider involving HR after your meeting with senior leadership, especially if that meeting doesn't yield a satisfactory resolution. Present your documented evidence to HR and formally report the false accusations and the retaliatory actions you've experienced (removal from projects, revoked access, etc.).
• Focus on Policy Violations: Frame your concerns in terms of potential policy violations or a hostile work environment created by these false accusations and retaliatory actions.

4. Protect Your Professional Reputation Proactively:

• Update Your Resume and LinkedIn: Start quietly updating your resume and LinkedIn profile. This doesn't mean you're giving up, but it prepares you for a potential exit if the situation doesn't improve.
• Network Discreetly: Reach out to contacts in your network to let them know you might be exploring new opportunities. Be vague about the specifics of your current situation to avoid spreading rumors, but mention you're facing unforeseen challenges.
• Document Positive Contributions: Make sure you have records of your positive contributions to the agency before this situation escalated. This can be valuable if you need references or to demonstrate your professional track record.

5. Consider Legal Counsel:

• Seek Advice: If the situation continues to escalate, your reputation is significantly damaged, or you face potential disciplinary action based on these false accusations, consider consulting with an employment lawyer. They can advise you on your rights and potential legal recourse.

Important Considerations:

• Avoid Public Confrontation: While it's natural to want to defend yourself publicly, doing so within the company could be perceived as insubordination and worsen the situation. Focus on addressing the issue through formal channels.
• Stay Professional: Even though you're being treated unfairly, maintain a professional demeanor in all your interactions. This will reflect positively on your character and make it harder for them to paint you in a negative light.
• Trust Your Instincts: You recognized a problem and tried to address it responsibly. Trust your judgment and don't let their attempts to gaslight you undermine your confidence.

In summary, your immediate steps should be to meticulously document everything, strategically request a meeting with higher leadership, and prepare for potential HR involvement. Simultaneously, start taking proactive steps to protect your professional reputation and explore alternative employment options.

This is a tough situation, but by acting strategically and documenting everything, you can build a strong case for yourself and work towards clearing your name. Remember, your initial intentions were noble, and their reaction speaks volumes about their own unprofessionalism. Good luck.