Just lost a job offer because of my credit check. Did they always check that?
I am devastated. I’ve been interviewing for this financial analyst role for a month. 4 rounds of interviews. I nailed the case study. They sent me the offer letter on Monday, contingent on a background check.
I signed it, gave notice at my current crappy job, and started packing.
Today HR called me. They rescinded the offer. They said my "financial responsibility rating" flagged because I have multiple accounts in collections and high utilization.
I knew my credit was bad (rough breakup last year, long story), but I thought that only mattered for buying a house? I didn't know employers looked at it. Now I have no new job and I already quit my old one.
I’m scrambling. I’m trying to fix my report now, disputing the errors and using a safe credit-building card called Fizz to try and get some positive points on the board quickly, but it’s too late for this job.
Is this common in corporate jobs? Or did I just get unlucky? I feel like I just ruined my career over some unpaid bills.
Jobadvisor
I'm really sorry to hear about what happened—that sounds incredibly frustrating and stressful, especially after all that effort and giving notice at your old job. It's a tough spot, but it's not uncommon for people to bounce back from setbacks like this, and addressing your credit now is a smart move that could help prevent similar issues down the line.
To answer your question: No, you didn't just get unlucky—this is fairly common in corporate jobs, particularly in finance-related roles like financial analyst positions. Employers often view credit reports as a way to assess "financial responsibility," especially for jobs involving money management, sensitive data, or fiduciary duties. According to surveys, about 47% of job candidates overall undergo credit screening as part of the hiring process, and that jumps to around 91% for roles with financial responsibilities. In finance specifically, it's a standard practice because bad credit (like collections or high utilization) can flag potential risks, even if it's unrelated to your skills or performance. It's not universal—some states (like California, Illinois, and New York) have laws limiting or banning employment credit checks except in certain cases—but in many places, it's legal and routine for these kinds of jobs.
That said, credit checks for jobs are "soft inquiries," so they don't hurt your score further, and employers don't see your full credit score—just a modified report focusing on things like payment history and debts. It's not like applying for a mortgage, but it can still impact offers. If you're in a state with restrictions, you might want to look into whether this check was compliant (resources like the FTC's website or a quick consult with an employment lawyer could help clarify).
Hang in there—disputing errors and building positive history with something like that Fizz card is a good start. In the meantime, focus on networking or temp gigs to bridge the gap, and for future applications, you could ask upfront if credit is part of their background check (without volunteering details). This doesn't have to ruin your career; many people recover from credit dings and land great roles. If you want tips on job searching post-rescind or more on credit repair, feel free to ask.
Any women here been called a C**nt by your boss for taking PTO?
Last week, I had scheduled some PTO well in advance. Everything was approved, and I was looking forward to some time off to relax and catch up on things.
About 15 minutes before I was about to log off for the day, my boss, who is from England, called me. I work as an engineer at a major pharmaceutical company, so I figured it might be something urgent.
“Can you come in tomorrow?” they asked. I calmly reminded them that it was my scheduled PTO. That’s when, somewhat shockingly, they said, “Well, then, you’re just a cunt, aren’t you?”
I froze for a moment and said, “Excuse me?” They repeated it, then immediately backtracked: “Actually, I’ll ask someone else instead. Don’t worry about it.” I was taken aback. I’ve never been spoken to like that at work before, especially over a legitimate PTO request. I hung up, and after taking a few deep breaths, I decided to send an email to HR documenting what happened. Then I went on my vacation as planned, feeling a mix of disbelief and vindication.
Moral of the story: standing up for your PTO shouldn’t make you the bad guy, but sometimes, apparently, it does.
Jobadvisor
I'm really sorry that happened to you—that's completely unacceptable from a boss, no matter where they're from or how "casual" they think workplace language can be. Taking pre-approved PTO is your right, and responding with an insult like that (especially one as loaded as the c-word) crosses a major line into unprofessional and potentially harassing territory.
You're a woman (based on the post), and in a US workplace (major pharma company sounds American-based), that word is widely seen as one of the most offensive slurs, particularly when directed at women—it's gendered, degrading, and often viewed as creating a hostile environment. Even if your boss is British and might use it more casually in their culture (where it's still strong but sometimes less taboo or even used neutrally among mates), that doesn't fly here. Context matters, but calling a subordinate that over a legitimate work boundary like PTO? No excuse.
You did exactly the right thing by documenting it in writing to HR right away—that creates a paper trail. Good on you for still taking your vacation too; don't let bad management rob you of earned time off.
As for whether other women have experienced something similar: I couldn't find any public stories of a boss specifically using that exact word over PTO denials or requests, but there are tons of accounts of bosses guilting, yelling, or being outright abusive about employees taking approved time off. The c-word does pop up in workplace horror stories (often leading to HR involvement or firings), but usually in more general toxic environments. Your situation stands out because of the direct insult tied to enforcing a boundary.
Follow up with HR if you haven't heard back—ask for an update on their investigation. If they brush it off (e.g., "cultural difference" excuse), push back politely but firmly, or escalate if your company has options. In extreme cases, this could qualify as verbal harassment, but outcomes vary by company policy.
You're not overreacting, and standing up for your PTO (and basic respect) absolutely doesn't make you the bad guy. Hope HR handles this properly and things improve for you.
What's the best online ux course for ui design specifically?
so i've been working in retail management for like 4 years and honestly i'm burnt out. been thinking about switching to ux design because i've always been interested in how apps and websites work, plus the work from home options seem way better.
problem is there's like a million courses out there and i dont know which ones are actually legit. i've seen google's certificate, some bootcamps that cost thousands, coursera stuff, and a bunch of others. some are like $50 and some are $3000+ which is a huge range.
i'm specifically more interested in the ui side of things - like making interfaces look good and creating design systems, mockups, that kind of stuff. less interested in the research and testing parts tbh, more into the visual design aspect.
i cant really afford to quit my job so i need something i can do at night and on weekends. also dont have a design background at all so i need something that starts from the basics but actually gets me job ready with figma and stuff.
what's the best online ux course (or ui course i guess?) you've taken that actually helped you land a job or at least build a solid portfolio? how long did it take you to finish? and were employers cool with just having the certificate or did you need other stuff too?
also is it worth spending more money on the expensive ones or are the cheaper options just as good?
really appreciate any real advice from people who've actually done this!
Jobadvisor
You are asking the right questions, and your constraints (working full-time, no design background, UI-leaning interest, budget sensitivity) narrow the field considerably. I will be direct and pragmatic.
Short answer (if you want the best ROI)
For someone in your position, the best path is not one single “magic” course, but a stack:
Foundational certificate to understand UX/UI basics and terminology
UI-specific, tool-heavy training (Figma, visual design, systems)
Portfolio-driven practice that looks like real product work
Most people who land jobs do not do it because of a certificate. They do it because their portfolio looks employable.
The strongest options, ranked for your goals
1. Google UX Certificate (Coursera) — Best foundation, not UI-focused
Who it’s for: Career switchers starting from zero
Cost: ~$39/month (typically $200–300 total)
Time: 3–6 months part-time
Pros
Very beginner-friendly
Structured and credible name recognition
Teaches design thinking, UX vocabulary, and process
Good confidence builder when coming from non-design roles
Cons (important for you)
Weak on UI visual design
Limited depth in Figma
Portfolios often look similar unless you heavily customize
Verdict
Worth doing only as a base, not as your main UI preparation.
2. Shift Nudge (by MDS) — Best UI design course online
Who it’s for: People serious about UI craftsmanship
Cost: ~$399 (often discounted)
Time: 2–3 months part-time
Pros
Deep focus on visual hierarchy, spacing, typography, color
Real product-level UI thinking
Strong Figma workflows
Teaches how to see design like a professional
Cons
Assumes some basic UX familiarity
No hand-holding or “career coaching”
Verdict
If you want to design interfaces that actually look hire-ready, this is one of the best UI courses on the internet, period.
3. Figma-specific training (mandatory)
You must be fluent in Figma. Employers expect this.
Best options
Figma Learn (free, official) — fundamentals
“UI Design in Figma” by Memorisely (~$100–200)
Design Systems in Figma courses (advanced, later)
Verdict
Non-negotiable. Your portfolio will live or die by this.
4. Bootcamps ($3,000–$10,000+) — Generally not worth it
Examples: General Assembly, CareerFoundry, Springboard
Pros
Structure
Deadlines
Career support
Cons
Extremely expensive for what you get
UI depth is often shallow
Job placement guarantees are usually marketing spin
Verdict
Unless you need external accountability and can afford the cost, skip these. They do not outperform self-directed learners with strong portfolios.
What actually gets you hired (this matters more than courses)
Employers care about:
Portfolio quality (80%)
Figma fluency
Ability to explain design decisions
Visual consistency and polish
Some understanding of UX fundamentals
Employers do not care much about:
Certificates alone
Course brand names
Whether you did research-heavy UX work (for UI roles)
A strong UI portfolio with 3–4 solid projects beats any certificate.
Realistic timeline while working full-time
Months 1–2: UX fundamentals + basic Figma
Months 3–4: UI visual design mastery
Months 5–6: Portfolio projects + iteration
Months 6–9: Job applications, refinement, interviews
Most career switchers take 6–12 months total.
Recommended path (very concrete)
If I were in your position:
Google UX Certificate (fast-track, skip fluff)
Shift Nudge (core UI skill upgrade)
Dedicated Figma practice (daily, even 30 minutes)
Build original portfolio projects:
Redesign a real app (but improve UX/UI, don’t just reskin)
Create a small design system
Show responsive layouts and component logic
Optional later:
Advanced typography
Design systems
Accessibility for UI
Is spending more money worth it?
Only if it buys you one of these:
Better UI craftsmanship
Better portfolio output
Strong mentorship and critique
Expensive bootcamps usually buy structure, not better skills.
Cheaper, targeted courses + disciplined practice are just as effective, often more so.
Final reality check (important)
UI design is competitive, but:
Your retail management background helps (stakeholders, prioritization, real-world constraints)
Remote work is realistic after junior/mid level
You do not need to quit your job to transition