Applied to two jobs at same company, how do I say I much prefer one over the other?
I applied for a position with a company months ago and interviewed for it initially with the head of HR, I asked her if it would be okay to apply for a position that just opened a few days ago that is far more suited to my resume and experience and she said I should apply for it also.
I have done a second interview for this first position and am finding that I really would rather not do it as it's essentially call center work and would be a big step back in my career (not trying to sound like a narcissist here lol). I need a job as my UI is running out but I haven't received any updates on this second position and feel like I should emphasize my interest in it with her.
Should I reach out to her over email and explain that I feel that this second position is much better for me but I am okay with the first position too? I don't want to get swept up and hired for the first position because the interviewers were making it clear to me that I was overqualified and they seem keen to extend an offer soon. I don't want to burn any bridges but also don't want to lose the opportunity with this second position either.
Jobadvisor
This is a delicate but common situation in recruitment. Since the Head of HR already gave you the green light to apply for the second role, she is already aware of your dual interest. However, you need to manage the timing so you don't get "locked in" to the call center role before the better one has a chance to move forward.
The key is to frame your preference as a matter of long-term value to the company rather than "I don't want to do the grunt work."
Strategy: The "Better Alignment" Approach
When reaching out, avoid saying the first job is a "step back." Instead, focus on how your specific skill set provides a higher Return on Investment (ROI) for the second position.
What to communicate:
Enthusiasm for the company: Reinforce that you want to be there, regardless of the role.
The "Skill-Gap" Argument: Highlight that while you can do Role A, Role B utilizes your specialized experience, meaning a shorter onboarding time and more immediate impact.
The Transparency Play: Mention that the first team seems ready to move forward, and you want to ensure the second team has a chance to see your profile before a decision is made.
Sample Email Draft
You should send this to the Head of HR, as she is your primary point of contact and oversees the "big picture" of hiring.
Subject: Update regarding my applications - [Your Name]
Hi [Name],
I hope you’re having a great week.
I’m writing to give you a quick update following my second interview for the [First Position]. It was great meeting the team, and I remain very excited about the prospect of joining [Company Name].
As we discussed previously, I also applied for the [Second Position]. Having now learned more about both roles, I feel that the [Second Position] is an exceptional match for my background in [mention a specific skill, e.g., project management/technical sales]. I believe I could contribute at a much higher level in that capacity and hit the ground running more effectively.
Because the team for the [First Position] seems to be moving quickly, I wanted to check in on the timeline for the [Second Position]. I’d love the opportunity to speak with that hiring manager to see if I’m a fit there before finalizing any next steps.
Best regards,
[Your Name]
Critical Considerations
The "Safety Net" Risk: Be aware that by telling them you prefer Job B, you might inadvertently signal that you’ll be bored or likely to leave Job A quickly. If they need someone long-term for the call center, they might pass on you for both.
The UI Pressure: Since your Unemployment Insurance is running out, if they offer you Job A and Job B is still weeks away from a decision, you may have to accept Job A. It is much easier to transfer internally after 6 months than to find a job while unemployed.
The Overqualified Label: Since the interviewers already mentioned you are overqualified, use that! You can say: "The team mentioned I might be overqualified for Role A, which actually makes me even more confident that I can provide significant value in Role B."
What should I do about my manager talking behind coworkers back to me ?
I enjoy my job and want to permanently work out with my current company. Please share advice!
As a new grad, I worked for a smaller company [based out of OH] for a few months. It was amazing and I formed great relationships, including with the owner. Due to an injury and I had to take some time off. Now that I returned I am having issues with my manager(newly hired by company).
My manager is saying negative things about other employees to me. This is continuing to happen more and I am unsure if I am the only one she is saying this to.
Less significant , she tells me she is annoyed and with another early career person she manages.
More serious, she tells me about two other employees (one is HR and the other a close family member of the owner). She loudly says “I am so f***ing pissed at (their names).” The door is open and others are nearby (including HR worker). She is mad at them when they are telling her to adjust how she does her job(they are supposed to do this).
I have to be there in these moments for other stuff we need to discuss. After complaining, she says sorry and that she is partially talking to me and partially to herself. I always look uncomfortable. I have tried redirecting the conversation and that doesn’t work. I am also scared to nicely tell her that I don’t feel comfortable hearing about this because I feel it’s highly likely she will take it out on me.
Somedays when she is mad about coworkers she has a bit of an attitude and acts annoyed at me for having question (answering my questions is her job).
Some other coworkers have also complained about HR person, but it was done in a more appropriate way and I was not trapped in the conversation. It is likely she is likely telling other staff bad things about me and it’s her job to convey how I am doing.
She is also talking bad about the one person who is basically HR, so I don’t think HR is much of an option. I am close with the owner and he has shown me he stands up for what is right. This could be hurtful for him to know (his close family member being talked about), could create more work drama, and could potentially cause issues at work for me if I my manager finds out.
On the other hand, this doesn’t sit right with me, others feeling are likely to get hurt, others can overhear her saying this to me and me not doing anything, and is she is has a slight negative attitude due to this when she is supposed to be helping me.
What should I do? If I do say something, how do I present the situation?
Jobadvisor
This is a difficult spot for a new grad, but your instincts are correct: this behavior is unprofessional and creates a "toxic feedback loop." In a small company, especially in Ohio (which is an at-will employment state), navigating this requires a blend of diplomacy and strategic documentation.
Since she is talking about the owner's family and HR, this isn't just "venting"—it’s a liability for the company.
1. The "Gray Rock" Method
Since redirecting hasn’t worked, your best immediate defense is to become as uninteresting as a "gray rock." When she starts venting:
Give non-committal responses: "I see," "That’s a tough situation," or a simple "Hmm."
Avoid body language that invites more: Don't lean in, don't ask follow-up questions, and don't nod in agreement.
The "Work Pivot": Immediately follow your non-committal response with a work question. "That sounds stressful. Speaking of [Project X], did you want me to format that report today?"
2. Documenting the Pattern
Before you speak to anyone, you need a "paper trail" (even if it’s just for your eyes). If this ever turns into a performance issue against you, or if you decide to go to the owner, you need specifics.
| Date | Incident | Context |
| Oct 12 | Manager shouted "I'm f***ing pissed at [Name]" with door open. | Regarding a policy change [Name] requested. |
| Oct 14 | Manager complained about [Name]'s work ethic for 15 mins. | I was there for a 1:1 sync. |
3. Addressing it with the Manager (The "Soft" Boundary)
If you feel safe enough to try one last direct approach, frame it as your own "productivity" issue rather than her "personality" issue.
What to say: "I want to make sure I’m giving you my full focus on our tasks, but I find it hard to process when we talk about internal frustrations or other team members. Can we stick to the project updates so I don't get distracted?"
4. When to go to the Owner
Since you have a good relationship with the owner and he values "what is right," he needs to know—but how you tell him is vital. You are not "tattling"; you are protecting his business.
The Strategy: Focus on Company Culture and Risk, not just your feelings.
Why now? Because she is talking about his family and HR, she is undermining the leadership structure.
The Approach: Ask for a private "catch-up" since your return from injury.
The Script for the Owner:
"I really value working here and the culture you’ve built. Since returning, I’ve noticed some dynamics that I’m worried might hurt the team. [Manager] often vents to me quite loudly about HR and [Family Member]. I’m concerned because others can overhear it, and it makes it difficult for me to maintain the professional relationships I need to do my job. I wanted to bring this to you because I care about the harmony of the office."
5. Potential Risks to Manage
Retaliation: If the owner confronts her, she may guess it was you. If the owner is as stand-up as you say, he should be able to address her "professionalism" or "loudness" generally without naming you.
The HR Trap: Since she is bad-mouthing HR, she has already "poisoned the well." Do not go to HR until you have spoken to the owner, as the HR person might be too emotionally involved in the conflict already.
Summary of Actions
Stop engaging in the gossip (Gray Rock).
Log dates and quotes for one week.
Request a check-in with the owner to discuss "office climate" and "professional standards."
26. Starting my masters today. I really DONT want to. Should I drop out ?
26m. Pursuing a masters in education (teaching credential) because I have no other choice in life.
I’ve been searching for jobs and careers for nearly 3 years. I’ve even applied to jobs that are half of my pay but for some reason nobody wants me. I can’t even get a first interview. I apply to jobs daily, and aside from the occasional rejection letters I’ve only been able to land 1 interview. After being flown out across the country for the final interview, I bombed the interview and ultimately got rejected.
My parents, family, and peers have clearly lost hope in me. I signed myself up for an accelerated masters program that will have me working as a full time teacher in 2 years. I’m only doing this because my parents told me that I have no other path to take, and quite frankly I agree with them.
I’m at a point in my life where I no longer have the leeway to pick a career that doesn’t guarantee longevity, even if it’s something I’m passionate about.
I’m dreading this masters program. I know i don’t want to do it. I have no motivation to do it. Teaching is a sacred thing that I do not have the passion for. I feel guilty knowing that I’m the last person that should be in a teachers position.
Am I making the right decision by getting my masters? It’s not what I want to do but I feel like I have no other choice if I want to survive in today’s economy.
Or should I drop out and continue to risk searching the current job market for something I would actually want to do ?
Any advice is appreciated
Jobadvisor
This is a heavy situation, and I want to start by acknowledging something crucial: 26 is an age where many people feel "behind," but you are actually at the prime age for a career pivot. The dilemma you’re facing is a classic conflict between survival and integrity. You need a paycheck (survival), but you feel like a fraud entering a profession that requires deep passion (integrity).
Here is a breakdown of how to look at this decision logically rather than emotionally.
1. The "Safety Net" vs. "The Trap"
You mentioned that "nobody wants" you in the current job market. This suggests that your current resume or interview technique might be the bottleneck, not your lack of a Master’s degree.
The Risk of Dropping Out: You return to a job market that has already been unkind to you for three years, potentially deepening your sense of "failure" and frustration with your family.
The Risk of Staying: You spend two years and thousands of dollars (or debt) to enter a high-stress, high-burnout profession that you already admit you don't want to do.
2. Is Teaching a "Means to an End"?
In most professions, you can "fake it 'til you make it." In teaching, that is incredibly difficult. However, a Teaching Credential and a Master’s in Education are actually highly versatile degrees.
If you finish this program, you don't just have to be a K-12 classroom teacher. You are also qualified for:
Corporate Training & Development: Teaching adults in a business setting.
Instructional Design: Creating educational content for tech companies.
EdTech: Working for companies like Duolingo, Khan Academy, or Coursera.
3. Diagnose the "Job Search" Problem
If you’ve applied to jobs for three years and only had one interview, the problem isn't you—it's your materials. * If you get no interviews, your resume is failing the ATS (Applicant Tracking Systems) or isn't tailored.
If you get one interview and "bomb" it, your interviewing skills need a specific type of coaching.
The Master's program might feel like "the only choice" because the door to other careers feels locked. But that door might just need a different key, not a whole new house.
Decision Framework: "The 3-Month Rule"
Since you are starting today, dropping out immediately might lead to instant regret and family conflict. Consider this "Middle Path":
Commit to One Term: Give it three months. Sometimes the "dread" is actually just "fear of the unknown." You might find that you enjoy the pedagogy (the science of learning) even if you don't love the idea of a classroom.
Fix the Resume Simultaneously: While in school, spend 2 hours a week working with a professional resume writer or a career coach. If you land a job you actually want in the next 3 months, then you drop out.
The "Survival" Mindset: Tell yourself, "I am not becoming a teacher forever; I am gaining a credential that guarantees I will never be homeless." Sometimes viewing a degree as a "survival tool" takes the emotional pressure off.
My recommendation
Do not drop out today. The emotional weight of "quitting" on Day 1 will likely crush your morale further. Go to class, get the syllabus, and use the "Gray Rock" method we discussed for your manager—apply it to your life. Be clinical and objective about it.
If you truly find it soul-crushing after 4 weeks, you'll have more data to back up your decision to leave.