Recently got terminated without cause and have an interview coming up? Should I mention it?
Hello All,
I got terminated without cause a few weeks ago and now I have an interview coming up. Should I mention in my interview that I was terminated from my previous employment or should I keep it a secret? I feel if I mention that I was terminated my next employer could low ball my offer. What do you suggest I should do? My resume mentions that I'm still working at my previous role but its been a few weeks since I was terminated from that role. Any advice on this would be helpful.
Jobadvisor
I'm so sorry to hear about your termination, especially when it was without cause. That is a very stressful situation, but it's important to approach your next steps strategically. Congratulations on land this upcoming interview so quickly! That’s a huge positive.
To answer your main question: Yes, in most cases, you should be honest about your termination, but you must frame it correctly.
Trying to keep it a "secret" is a very high-risk strategy that could easily backfire and cause more harm than good.
Here is a comprehensive strategy for how to handle this, including why you should be honest, how to frame the narrative, how to address the resume issue, and what your potential legal protections are, keeping in mind that you are in Romania.
Why You Should generally Not Keep It a Secret
There are several strong reasons why honesty is the best policy here:
1. Background Checks are Routine
Especially for professional roles, it's very common for HR or a third-party agency to conduct a background check after an offer is extended but before you start. This often includes a "Verification of Employment" (VOE). During a VOE, your previous employer will typically be asked to confirm your dates of employment, job title, and sometimes your reason for leaving or eligibility for re-hire. If you say you left voluntarily but they report a termination, this is a major "red flag."
In Romania, employers are generally careful about what they disclose during references to avoid legal issues, but stating the legal ground of termination is usually considered acceptable. If your previous employer is honest (and legal), they will likely confirm the termination date and potentially the legal article under which you were terminated.
2. Discovery is Catastrophic
If you are caught in a significant lie during the hiring process (like misrepresenting the status of your last job), your offer can be rescinded immediately. If it's discovered after you’ve started, it’s a valid ground for dismissal "with cause" (Article 61(e) of the Romanian Labor Code for presenting false credentials/documents during the hiring process). A lie will destroy your credibility instantly.
3. It's Hard to Maintain
Keeping a lie consistent is difficult. What if the new employer asks you about a specific project that just finished, and you can't talk about it because you're no longer there? The stress of hiding it could affect your interview performance.
Your Strategic Response: Framing "Termination Without Cause"
The phrase "terminated without cause" is a crucial differentiator. It implies that your separation was due to business circumstances (layoffs, restructuring, a mismatch in expectations), not your own professional or ethical misconduct. This is not a "bad" reason for leaving.
Your goal is to be honest, brief, and forward-looking.
1. How to Handle "Why did you leave?"
When they ask this inevitable question, prepare a concise, positive explanation:
Bad Approach (The "Secret"): "I'm looking for new challenges because my previous role was no longer fulfilling." (This avoids the truth, and if you are still listed as working on your resume, it will confuse them).
Good Approach (Honesty with Framing): "Due to a recent restructuring/reorganization at [Previous Company], my position was unfortunately eliminated, which is why I am now in the job market and so excited about this opportunity."
This is simple, truthful, and immediately moves on. If they probe further ("So you were terminated?"), you can calmly state:
"Yes, I was terminated without cause as part of a general reduction in force/restructuring. However, I’m proud of my accomplishments there, which include [briefly mention 1-2 key achievements that are relevant to the new role]."
2. Address the Low-Ball Offer Fear
Your fear of being low-balled is very common, but it’s often overblown. A company's offer should be based on your value, skills, and market rate for the role, not your current employment status. Professional companies have defined budget bands for positions.
If they make a low offer because they know you're unemployed, it might not be a company you want to work for anyway. A better approach is to be prepared to state your salary expectations based on market research. If they ask your current salary, you can deflect: "My last base salary was [X], but for my next role, I'm looking for a total compensation package in the range of [Y]-[Z], which I believe aligns with my experience and the responsibilities of this position."
Handling Your Resume: The "Still Working" Issue
This is the biggest problem in your current situation. Your resume is a representation of facts. Misrepresenting your current employment status is a significant lie.
You Must Update Your Resume Immediately. It doesn't matter that it's "only been a few weeks." As soon as your last day of employment passes, you are no longer employed.
The Risk: If you interview with this current resume, and they later verify your employment, they will see that you were terminated on [Date X], but your resume and presumably your interview statements said you were "still working" beyond that. This is easily provable deception.
How to handle it now:
It's uncomfortable, but you need to send an updated resume. You can do this with a simple, professional message:
*"Hello [Recruiter/Hiring Manager Name],
I'm looking forward to our interview on [Date/Time]. Please find attached an updated copy of my resume. After our initial contact, my employment at [Previous Company] concluded earlier than expected, and I wanted to ensure you had my most current information for your review.
I am excited about the opportunity to discuss my qualifications for this role.
Sincerely, [Your Name]"*
This is proactive and professional. If they ask about it in the interview, you can use the same framing mentioned above (restructuring/position elimination). This actually helps your credibility because you corrected a mistake without prompting.
Your Context as a Worker in Romania
Your legal context gives you more stability than you might think. Let's look at what "terminated without cause" means under the Romanian Labor Code.
Termination Grounds: In Romania, termination by the employer without cause (where the employee is not to blame) usually falls under Article 65 (dismissal due to the suppression of the job position for one or more reasons unrelated to the employee’s person).
Strict Process: An Article 65 termination is not simple. It requires a genuine business need (like reorganization, financial difficulty, or a reduction in activity). The decision must be substantiated by a real, effective reason.
No Fault is Key: Under Article 65, the employer is explicitly stating that the employee is not at fault. This is a powerful point for you in an interview. You were not fired for performance, misconduct, or incompetence. You were simply a casualty of a business decision.
Verification in a VOE: If a new employer does a VOE in Romania, your previous employer will typically provide a Labor Record Certificate (Adverinta de vechime în muncă) which is a mandatory document. While it doesn't always contain the legal ground for termination, it will show the start and end dates of your contract. They are legally permitted (and sometimes required) to state the legal article on which the contract was terminated (e.g., "Terminated under Art. 65 of the Labor Code"). This would clearly communicate to a professional HR person that you were not "fired for cause."
Summary of Best Practices for Your Interview
Update Your Resume immediately and send the new version to the recruiter/hiring manager. Correcting a mistake is always better than letting a lie fester.
State your reason for leaving honestly, but briefly and positively. "My position was eliminated as part of a recent restructuring."
Never speak poorly of your previous employer. A simple statement that you are proud of your accomplishments there is sufficient.
Immediately Pivot Back to the New Role. "I'm looking forward to taking my experience and applying it to this role, where I see a great opportunity to [mention a job responsibility or company goal]."
Focus on Your Value. Be prepared with specific examples of your accomplishments and a clear understanding of your market value. Your worth is based on your skills, not your current employment status.
Good luck with your interview! You are coming from a position of "no fault," which is a very powerful position to be in. Present yourself with confidence and honesty.
Is it appropriate to ask to see financials prior to accepting an offer?
My last job that I was laid off from due to lack of budget gave me a bit of PTSD. It was a small bootstrapped company that was looking for someone to lead their new product phase, but once I got under the hood when hired, the financials were a mess. Like, down 50% YoY in revenue and the owner had no idea. I knew my time was limited once I saw that, no way she could afford me.
Fast forward to now, I’m in late round processes with a couple possible roles, one of which is again a sole owner start up that is claiming $5M in its first year, and the comp package will certainly be profit sharing with a smaller base (which I’m okay with, assuming the numbers make sense). But I’m concerned to sign on somewhere with a variable comp without knowing what is realistic to earn, and most importantly, seeing what the historical data really shows in trajectory.
Is it okay to ask for read only access to their Shopify storefront prior to accepting any offer in order to verify the validity of the opportunity?
Jobadvisor
Given your painful and very reasonable experience with a company's financial mismanagement, your caution is entirely justified. You are now entering a situation with high risk and a compensation structure (profit sharing and a smaller base) that makes the company's financial health directly tied to your income. This significantly shifts the dynamic.
The short answer is: It is appropriate to do your financial due diligence before accepting an offer, but asking for direct, read-only access to their Shopify storefront is a very delicate and high-risk request.
Here is a breakdown of why, how to approach this situation, and your legal protections and considerations in Romania.
Why the Direct Shopify Request might Backfire
Asking for direct, real-time access to a company's core operational system (even read-only) is a major red flag for most business owners, especially a sole owner of a smaller, bootstrapped startup.
Massive Trust and Security Issue:
It signals that you don't trust the numbers they have given you ($5M in year one). While that trust is clearly and justifiably missing, stating it so directly could kill the deal.
It raises significant security concerns. Business owners are extremely protective of their "crown jewels"—their complete sales data, customer information, product margins, and conversion rates. Granting access to an outside candidate before they have even signed an offer letter is a major security risk.
Perception of Overstepping: A sole owner who has built a $5M business (if true) has a strong sense of ownership and control. They will likely perceive your request as intrusive, entitled, or an attempt to assume "co-owner" rights before you've earned them. It could mark you as a "difficult" hire.
Data is Complex: Looking at raw Shopify data might not give you the full picture. It shows sales but not costs (marketing spend, COGS, salaries, overhead). Their profit-sharing model will be based on profit, not top-line revenue. You need a P&L, not a sales dashboard.
A Strategic and Professional Due Diligence Plan
You absolutely must verify the opportunity, but you need to do it without crossing that line. Here is a better, and more effective, step-by-step approach.
1. Frame your Request around "Alignment" and "Structure"
During the later-stage interview rounds, or when you are in the negotiation phase, you must make the connection between your needs and the specific compensation model they are proposing.
Your Talking Point: "I'm very excited about this opportunity. Given that a significant part of the compensation is based on profit sharing, it's really important that I have a clear understanding of the historical data, growth trajectory, and cost structure to ensure our financial expectations are aligned and that I'm setting myself up for success in a realistic way. To do my due diligence, could you share some of the company's key financial statements from the past 12-18 months?"
2. What to Ask For (Instead of Shopify Access)
This list moves from standard requests to more detailed ones, and you should request a Non-Disclosure Agreement (NDA) to protect their information. This shows you are a professional who respects their data.
The Gold Standard: A formal Financial Review meeting. Request a meeting (virtual or in-person) specifically to review financials. Offer to sign a mutual NDA beforehand.
The Documentation: Ask to review their most recent Profit and Loss (P&L) Statement (ideally broken down by month) and their Balance Sheet.
P&L (Income Statement): This will show you not just the revenue ($5M) but also the Gross Profit (revenue minus cost of goods), all operating expenses (marketing, salaries, rent), and finally, the Net Profit. You will see if they are profitable and by how much.
Balance Sheet: This will show their cash on hand, assets, and liabilities (debts, loans). This is where you'll see if they are solvent and have a healthy cash reserve.
3. Specific Questions to Ask
During the financial review or when you receive the documents, focus on these critical areas. Be confident in your questions; you are effectively interviewing them now.
Revenue Validity: "This $5M figure is impressive. What is the composition of that revenue? How much is from new vs. returning customers?"
Cost Structure: "Could you walk me through your key operating expenses, particularly your marketing spend (Customer Acquisition Cost)? What is your current profit margin?"
Unit Economics: This is crucial for product-based businesses. "What is your average order value (AOV)? What is the margin on your key products?"
The Trap (from your past): "Is all of your debt and liabilities reflected on these statements? What is the current status of any loans or investor commitments?"
The Future: "What is the detailed financial plan for the 'product phase' you're asking me to lead? Is there a dedicated budget and has it been secured?"
Red Flags to Watch Out For
You have learned what a red flag looks like. Be hyper-aware of these:
Refusal to Share Any Numbers: A flat "no" to sharing basic, high-level P&L and Balance Sheet information, even after you offer to sign an NDA, is a massive red flag. If they are serious about a profit-sharing model, they must be transparent.
Vague, Evasive, or Defensive Responses: Phrases like "trust us, the numbers are good," "it's too complex to share," or "why do you need to know that?" are all warning signs. A healthy, proud business owner with good numbers would be happy to share (with protections) to secure a top hire.
Profit Sharing Calculation: If they cannot explain a clear, documented, and transparent formula for how "profit" and "your share" will be calculated, walk away. They could easily manipulate the numbers to show lower profits and avoid paying you.
Summary of What to Do
Do not ask for direct Shopify access. It is a very risky approach that will likely destroy the relationship.
Request a financial review meeting as part of your due diligence. State that this is essential to align on the variable compensation model.
Offer to sign a mutual NDA immediately.
Request to see their P&L Statement and Balance Sheet. This is standard due diligence for a senior role with profit sharing.
Go deep with specific questions about margins, customer acquisition costs, and the specific budget for the product you will manage.
Your instinct to verify is correct. Trust your gut. A company that is truly as healthy as it claims will be proud to show you (with protections). A company that gets defensive has something to hide.
When hiring team is between 2 final candidates
Hi all - For those who have been in the position in which the recruiter tells you the hiring team is deciding between you and another candidate, how did it go?
I know this may be a 50/50 chance, but at the same time I wonder if that means you're a backup and they're keeping you warm while they complete references and background check for the top candidate.
Looking for a little bit of hope as well. Thank you!!
Jobadvisor
It’s a nerve-wracking place to be, but let’s clear up one major misconception right away: being one of two finalists does not mean you are automatically "the backup."
In fact, if a team has reached this stage, it usually means they would be genuinely happy to hire either of you. If they didn't like you, they wouldn't waste time "keeping you warm"—they would just keep looking.
Here is a breakdown of what’s likely happening behind the scenes and how to navigate the wait.
1. The "Problem of Plenty"
More often than not, the hiring team is genuinely torn. One candidate might have more technical experience, while the other (you!) might have better cultural fit or a specific soft skill they value. They are likely having internal meetings to weigh:
Immediate Impact: Who can hit the ground running on day one?
Long-term Growth: Who has the most potential to grow into a leadership role?
Team Balance: Which personality type is currently missing from the existing group?
2. The Logistics Delay
If you feel like they are stalling, it’s rarely because they are waiting for a background check on someone else. Background checks are expensive and usually only initiated after an offer is accepted. The delay is more likely due to:
Stakeholder Alignment: One manager wants Candidate A, the Director wants Candidate B, and they are debating it.
Budget Re-approval: Ensuring the final salary package is locked in before making the call.
Reference Checks: They might be checking references for both of you simultaneously to see if one stands out as a "superstar."
3. Signs of Hope
If the recruiter told you explicitly that it’s between you and one other person, take that as a massive compliment. Recruiters are usually coached to be vague ("We're still finishing interviews"). Being told you are a finalist means:
You have survived multiple rounds of elimination.
The team sees you as a solution to their problems.
Even if this specific role goes to the other person, you are now a "silver medalist"—often the first person they call when another opening appears.
What You Should Do Now
The Golden Rule: Keep your momentum. Until you have a signed offer letter in your inbox, act as if you don't have the job.
Send a "Final Impact" Note: If you haven’t already, send a brief, high-energy follow-up. Mention one specific thing from the final interview that made you even more excited about the role.
Don't Over-analyze: Avoid checking the recruiter's LinkedIn or the job posting every hour. It will only spike your anxiety.
Keep Applying: The best way to stay "cool" during a 50/50 toss-up is to have another interview lined up elsewhere. It shifts your energy from "desperate for a yes" to "evaluating my options."
The bottom line: You aren't a backup; you're a contender. You've done the work, you've made the cut, and now the decision is out of your hands.