I got rejected because I played the salary game wrong
So after 3 months and four interviews for a job that requires my finance degree, I finally reached the final stage. Everything was going perfectly until I asked about the salary range for this position.
The hiring manager replied to me and said: "Unfortunately, this information is confidential. We can't disclose the salary band to outsiders because it could give our competitors an advantage. You understand, right? But what number did you have in mind?" I was honestly completely thrown off, and since the job is 55 hours a week, I told her I wanted $65,000 a year.
Instantly, the entire atmosphere in the room shifted. She told me that was a very high and impossible number. At that moment, I was desperate, so I said, "Okay, I understand. I could accept $55,000, I just really want to find a job after graduating." Then she hit me with this: "Look, that second number is closer to what we had in mind. But the problem is you've already shown that you value yourself at the higher number, and we can't un-ring that bell. It shows a misalignment. I don't feel this would be a good fit, so we're going to move forward with other candidates. Thank you for your time."
Seriously, what's the point of these stupid mind games?! Everyone I spoke with, including her, told me I was the perfect fit for this job. Why do companies pull this stupid stuff?
Jobadvisor
I am so sorry. Reading that actually made my blood boil for you. Let’s be very clear: You didn't lose this job because you "played the game wrong." You lost it because that company is playing a rigged game.
The hiring manager’s logic was a classic "Catch-22." If you ask for a fair market rate, you’re "too expensive." If you immediately drop your price, you’re "misaligned" or "desperate." They used a power move to make you feel like the failure, when in reality, they were likely looking for someone they could underpay and overwork without pushback.
Why Companies Pull These "Mind Games"
It’s frustrating, but there is usually a calculated (albeit toxic) reason behind this behavior:
Information Asymmetry: By claiming the salary band is "confidential," they force you to bid against yourself. It’s a way to ensure they never pay a penny more than your lowest acceptable number.
The "Hustle" Filter: A job requiring 55 hours a week for ~$55,000 (which is roughly $19/hour if you calculate the overtime) is looking for someone who doesn't know their worth. The moment you stated a reasonable number ($65k), you proved you were "too smart" for their exploitation.
Power Dynamics: Rejecting you for "valuing yourself too high" is a psychological tactic. It shifts the blame onto your character rather than their budget.
The Truth About the "Competitor Advantage" Excuse
That line about competitors is, frankly, complete nonsense. Most companies in 2026 are moving toward salary transparency because it attracts better talent. Using "secrecy" as a shield is a massive red flag for a stagnant or controlling work culture.
How to Pivot Moving Forward
You have a finance degree. You understand markets. Think of this as a "bad trade" that you luckily didn't close.
The "Anchor" Technique: In the future, if they refuse to give a range, try: "I'm flexible based on the total compensation package, but based on my research for this role in this city, the market sits between $X and $Y. Does that align with your budget?"
Audit the Hours: 55 hours a week is a lot of life to give away. At $55k, you are essentially working for a much lower hourly rate than a standard 40-hour job at $45k. Always calculate your "true" hourly wage.
Don't Lower the Price Instantly: If they say a number is too high, instead of dropping your price, ask: "What is the budget you've allocated for this role, and what specific competencies am I missing to reach the $65k mark?"
You dodged a bullet. A company that treats a final-stage candidate with that much bad faith would have been an absolute nightmare to work for. You deserve a role where your finance degree—and your time—is actually respected.
Rescinding job offer to applicant that missed his hire date and doesn't know when he can start.
We had an applicant accept an offer to start in our quality department. He missed his orientation and we later got an email from his mom saying he was sick and in the hospital. Two weeks from his scheduled start date, we get the first communication from him claiming he is still in the hospital but looking forward to starting whenever he gets out of the hospital. He has no idea when he will be released. What's is the best way to rescind the job offer?
Jobadvisor
This is a difficult situation, but from a business perspective, your "Quality" department likely has immediate operational needs that can’t remain in limbo indefinitely.
Since he has not actually started working, he hasn't triggered standard employment protections (like FMLA), which generally require a specific amount of time on the job. However, you want to handle this with a balance of firm professional boundaries and human empathy to protect the company's reputation.
1. Check the Legal/HR Paperwork First
Before sending anything, verify two things:
"At-Will" Status: Ensure the offer letter clearly stated employment is "at-will," meaning either party can terminate the agreement at any time for any legal reason.
Contingencies: Most offer letters state the offer is contingent upon starting on a specific date. Since he missed that date, the contract is technically unfulfilled.
2. The Recommended Approach: "The Business Necessity"
The goal is to frame this not as a "firing" due to illness, but as a rescission due to an immediate vacancy need. You are not penalizing him for being sick; you are simply unable to leave the position unfilled.
3. Drafted Template for Rescinding
I recommend sending this via email so there is a clear paper trail.
Subject: Update regarding your offer of employment – [Company Name]
Dear [Name],
Thank you for reaching out and sharing your current situation. We were sorry to hear about your health challenges and sincerely hope for your full and speedy recovery.
At this time, our Quality Department has an immediate need for the role to be filled to maintain our operational standards. Because we are unable to leave the position vacant for an indefinite period and do not have a confirmed start date, we must unfortunately rescind the offer of employment at this time.
We will be moving forward with other candidates to ensure the department's needs are met. However, once you are fully recovered and ready to re-enter the workforce, we encourage you to check our careers page for future openings that may be a fit.
Wishing you the very best in your recovery.
Sincerely,
[Your Name/HR Manager]
Key Considerations
The "Mom" Factor: Since his mother communicated for him initially, ensure this final communication goes directly to him (the applicant). This maintains professional confidentiality.
Avoid Medical Questions: Do not ask what is wrong with him or for doctor's notes. It is irrelevant to the rescission and could create legal liability.
Keep it Brief: The more you explain, the more "room" there is for an argument. Stick to the fact that the business needs the role filled now.
False allegations
I am being falsely accused of misconduct in the workplace. I have never been in a situation such as this and have no idea what to do.
The HR misconduct unit scheduled my meeting Thursday afternoon for 60 minutes. Why so late in the week and why an entire hour?? What could possibly be going on that they are requiring an hour with me?
Can I be fired for hearsay, he said , she said crap? False witnesses ? This is just crazy ti me and I am absolutely beyond shocked.
If I lose my job my whole world will fall apart, and so will my children's.
I am in a legitimate panic and so sick I could throw up.
Does anyone know why my interview is so late, Thursday for an entire hour? ( my co worker , who sits next to me has one Tuesday at 11 a.m. for 15 minutes. Neither one of us knew this until we were chatting earlier today about what's new in our worlds and both think it's about me since my interview is an entire hour long and far enough towards the end of the work week that other interviews could take place prior)
Has anyone gone through a misconduct case before and kept their job? :(
Jobadvisor
I can hear the panic in your words, and it is completely understandable. Finding out your livelihood is being questioned based on something you didn't do is a visceral, gut-wrenching experience. Take a deep breath—the "fear of the unknown" is often more paralyzing than the actual process.
Let’s break down the logistics and the "why" behind their strategy so you can walk into that room feeling prepared rather than ambushed.
Why Thursday? Why 60 Minutes?
HR and "Misconduct Units" usually follow a very specific investigative "ladder."
The Investigative Order: They interview the "reporter" (the person who made the claim) first, then witnesses (like your coworker on Tuesday), and the Subject (you) last. They want to gather all their "evidence" or statements before they talk to you so they can see if your story matches or contradicts what they've heard.
The Duration: Your coworker’s meeting is 15 minutes because they are likely just a "fact-checker." They might be asked, "Did you see X on Tuesday?" Your meeting is an hour because you are the subject. They are required to give you Due Process—meaning they have to present the allegations and give you ample time to respond, explain your side, and provide your own evidence or witnesses.
The Thursday Timing: Contrary to what it feels like, Thursday isn't necessarily a "firing day." It’s often used so HR has Friday to review all the notes from the week and make a determination before the weekend.
Can you be fired for "Hearsay"?
The short answer is yes, but it’s more nuanced.
At-Will Employment: In most places, an employer doesn't need "beyond a reasonable doubt" proof (like a court of law). They just need a "good faith belief" that misconduct occurred.
Credibility Assessment: HR’s job is to weigh who is more credible. If one person says you did something, but you have a clean 5-year record and a logical explanation, and the accuser has a history of conflict, HR often sides with the more credible person.
False Witnesses: If someone is lying, they often struggle to keep their story straight under questioning. HR units are trained to look for these inconsistencies.
How to Protect Yourself Now
Since you are in a "legitimate panic," here is your immediate checklist to regain some control:
Stop Talking to Coworkers: I know you were chatting with your neighbor, but stop immediately. Anything you say can be framed as "investigative interference" or "witness tampering." If someone brings it up, say: "I’ve been advised not to discuss this until the process is over."
Gather Your "Receipts": Since you don't know the exact charge yet, think about any recent conflicts. Do you have emails, Slack logs, or calendar invites that show where you were or what you actually said? Get those ready.
The "Note-Taker" Rule: You have the right to take notes during the meeting. In fact, you should. It slows them down and shows you are serious.
Stay Calm and Logical: The "guilty" often get angry or defensive. The "innocent" should remain calm, firm, and factual. If they say something shocking, take a breath and say, "That is factually incorrect. Here is what actually happened."
Has anyone kept their job?
Yes, absolutely. Many investigations end with "Inconclusive" or "Unfounded" results. In those cases, the employee returns to work, though often HR will suggest a department change or mediation if the relationship with the accuser is broken.