Are You Facing Bad-Faith Hiring Practices?
- Rhonda Douglas Charles
- Oct 18
- 7 min read
How to Recognize It, Respond, and Protect Your Career
Why I’m Writing This
Two weeks into a senior role, a client called and said, “Rhonda, I can’t see the red flags, but I can feel them.”What she described—moving goal posts, subtle dismissals, “you’re not a culture fit,” and a constant need to defend her credentials—wasn’t just gaslighting. Much of it sounded like bad-faith hiring: interviews and workplace behavior shaped by manipulation, not transparency.
This guide names what’s happening and gives you a playbook to navigate it before, during, and after interviews, and once you’re inside the role.
What Is a Bad-Faith Argument?
A bad-faith argument is an inauthentic move. Someone advances a position they don’t truly believe, or they use tactics that distort, distract, or demean to gain advantage.
It often looks like this:
Moving the goal posts or redefining expectations mid-conversation
Ignoring clarifications or nitpicking tone instead of substance
Personal digs masked as “culture fit”
Performing “debate” with no curiosity or path to resolution
Good faith means open intent, honest engagement, and mutual respect. Bad faith seeks control, not clarity.
Other names you’ll hear: disingenuous, insincere, duplicitous, two-faced, lip service, or performative objection.
What It Sounds Like in Real Life
Example 1: The Interview Twist
Interviewer: “You have an impressive background, but how would our team handle your accent in client meetings?” Candidate: “My clients have always valued clarity and results. I’d be glad to share how I adapt my communication style across audiences.”
That single sentence redirects the question toward capability rather than identity.
Example 2: The Bait-and-Switch Role
A candidate is offered a “strategic partnerships” position. On day one, she’s assigned routine data entry while the promised leadership tasks disappear. When she asks about the change, she’s told, “We just need you to prove yourself first.”
Candidate: “In our interview, the role was described as strategic partnerships. I’m seeing mostly administrative work. Can we realign expectations in writing, or should I reassess fit?”
Both moments reveal intent disguised as opportunity.
More Examples of Bad-Faith Hiring in Action
1. Moving Goalposts (Transcript Example)
Interviewer: “We’ll need someone skilled in content marketing. Can you share relevant experience?” Candidate: “Yes, I developed a content strategy last quarter that increased engagement by 30 percent.” Later round: “Actually, this is mostly about paid ads. Are you certified in Google Ads?”
The requirement changed mid-process, disqualifying the candidate retroactively—a classic “moving goalpost.”
2. Illegal Interview Question Deflection
Hiring manager: “Are you planning to have children soon?” Candidate: “I’m fully committed to my professional growth and excited by the work here. Could we focus on the role’s priorities?”
After the interview, document the question verbatim, note the date, and if discrimination appears clear, report it to HR or file through the EEOC.
When It’s Just Friction, Not Bad Faith
Sometimes confusion isn’t manipulation. It’s chaos. Learn to distinguish the two.
Friction examples:
Startup flux: priorities shift because funding did.
New-manager learning curve: leadership is unsure, not dishonest.
Cross-cultural communication gaps: direct tone reflects style, not bias.
Bad faith repeats, escalates, and resists repair. Friction resolves when clarified.
Startup Chaos vs. Deliberate Exclusion
Startup chaos: “We’re refining role scope as we grow.” Genuine change.
Deliberate exclusion: “Actually, only Ivy League grads qualify now.” Patterned bias.
Where Bad Faith Hides in Hiring
1 · In Job Posts and the Process
Phantom roles to meet optics or collect résumés
Bait-and-switch scopes that appear strategic but are tactical
Criteria that shift once you meet them
2 · In Interviews
Hostile or leading questions meant to provoke, not understand
Personal or illegal probing about family, age, or immigration status
“Culture fit” used to code accent, education path, or style
3 · In Offers and Onboarding
Verbal promises that vanish in writing
Titles without authority or goals without resources
“Trial runs” framed as opportunity but structured for failure
Quick Self-Check
Ask yourself five questions:
Intent: Are they seeking progress or control?
Consistency: Do expectations change once met?
Transparency: Do you get facts or fog when you ask for clarity?
Respect: Are you judged by outcomes or personality politics?
Repair: When harm is named, does accountability follow?
If three or more answers lean negative, treat it as bad faith and move to protective strategy.
Ready to Map Your Next Move?
Take the GPS Job Search Quiz to find out where you are in your career journey and what to do next.
Scripts That Protect Your Dignity
Use these as written or adapt to your tone.
Clarify the requirement
“I want to be responsive. Which responsibility in this role does this relate to?”
Deflect and redirect
“I keep my personal life private. My schedule aligns with your on-call cycles and deliverables.”
Recenter when coded as ‘not a fit’
“Culture add I bring: global perspective and calm under pressure. Here’s an example where it made the difference.”
Name the moving goal posts
“Let’s confirm the selection criteria we’re using today. If expectations evolve, I’m happy to reassess fit together.”
Close with clarity
“I’m committed to good-faith collaboration. If that’s the standard here, I can thrive. If not, it’s better that we both know now.”
A Real-World Win
One AdnohrDocs client spent two years pursuing her dream organization. After four interview rounds, "culture fit" concerns kept surfacing—even after she addressed them with clear examples. She documented each instance. After the final round, she sent a polite summary email using the "clarify in writing" script:
"Thank you for the thorough process. My understanding is that the key concerns were around collaboration, independence, and adaptability. I shared examples in rounds 2, 3, and 4 that addressed each. I'm noting that 'culture fit' was raised multiple times without specific behavioral criteria. If I've misunderstood the concern, I'm happy to clarify. Otherwise, I'd appreciate transparency about what's driving the hesitation."
HR intervened within 48 hours, acknowledged her concerns, and indicated that the company would revise its interview guide. Though invited to reapply, she declined. The dream had soured, but her clarity hadn't. Within six weeks, she accepted a senior role at a competitor that valued her global perspective from day one.
Her takeaway: "The heartbreak taught me that a dream job at the wrong company is just a beautifully wrapped nightmare. Now I use those same documentation habits to protect my own team."
Power and Position Matter
These direct scripts are safest for mid- to senior-level professionals.
For entry-level or visa-dependent professionals, assertive scripts may feel unsafe. Use softer phrasing such as: “I appreciate clarity around requirements; it helps me understand how I can best contribute.” Document quietly if needed.
Evidence You Can Assemble Quickly
Create a one-page Receipts & Results sheet:
Three quantified wins tied to KPIs
Two context notes showing complexity (stakeholders, constraints)
One behavior highlight such as calm escalation or cross-cultural facilitation
Proof links: dashboards, testimonials, or portfolio samples (with permission)
Documentation Practices
Format: email notes to yourself or use a secure app with automatic timestamps.
Details: include date, participants, exact wording, and your response.
Keep tone factual—no speculation.
Update weekly; patterns matter.
Interview Day: Your Five-Minute Protocol
Breathe and slow down. Accents process more clearly at natural pace.
Translate titles. Pair international titles with local equivalents.
Preempt ambiguity. “Here’s the decision I made, the risk I managed, and the result we achieved.”
Set gentle boundaries. “That’s not relevant to the role, but I can discuss my availability.”
Document afterward. Send a brief thank-you noting examples shared and next steps.
If You’re Already Inside the Role
Use the CARE Framework:
Clarify: “Success in the next 30, 60, 90 days equals X, Y, Z.”
Align: “Resources and agreements I’ll need are A, B, C.”
Record: Keep factual logs of progress and blockers.
Escalate: “We agreed to A and B. We’re off track because C hasn’t materialized. Here are three options.”
If bias combines with bad faith, you are not imagining it. Plan an internal transfer or exit with your documentation intact.
Legal Guidance: Next Steps
Document. Note the date, time, and wording of the illegal or discriminatory question.
Report internally. File with HR or your recruiter.
If HR minimizes your report:“I’ve documented this pattern formally because consistency matters. What timeline should I expect for review and follow-up?”
Escalate. File a complaint with the EEOC or your country’s labor board if unresolved.
Decide. If the process feels unsafe, disengage and redirect your energy.
Reframing Your Strengths After Hostile Gatekeeping
Poise under pressure: “That launch required triaging conflict. Here’s how I kept delivery on schedule.”
Systems thinking: “I designed team rituals that reduced rework by 15 percent.”
Cross-cultural fluency: “I bridge hierarchy and language gaps so projects move forward.”
Learning velocity: “When our tools changed, I led the pilot in two sprints and trained the team.”
Finish with a result: “Outcome was a 17 percent cycle-time reduction and three enterprise clients.”
Decision Tree: Stay, Push, or Walk
Can success be defined and resourced?
Yes → Negotiate written alignment and short milestones.
No → Go to next question.
Is misalignment about identity or performance?
Identity → Plan exit strategy and protect your record.
Performance → Test a limited pilot, then reassess.
What’s the cost of staying?
If health, brand, or legal safety decline, leave sooner.
How Immigrant Professionals Can Stay Grounded
Immigrant professionals often face unique forms of bad faith such as visa anxiety used as leverage, credential devaluation, and accent bias.
Visa anxiety: “Will your visa expire soon?” Redirect: “My authorization is active and compliant. Let’s focus on how I can deliver value immediately.”
Credential devaluation: “We don’t recognize overseas certifications.” Clarify equivalence and link achievements to U.S. standards.
Accent bias: “Clients prefer native speakers.” Reframe: “I’ve led multicultural teams successfully and prioritize clear results.”
Translate, don’t shrink. NACES (National Association of Credential Evaluation Services) translates international degrees into U.S. standards.
Quantify results. Numbers reduce space for bias.
Use GPS: Grounded → Planning → Searching → Overdrive.
Find allies. Sponsors who value outcomes over optics amplify your credibility.
The Compass Framework keeps your direction steady—peace, purpose, and boundaries—while your GPS Method charts the route forward.
Conclusion: You Are Not Imagining It
When power cares more about winning than truth, your clarity is your shield. Name the pattern. Use the scripts. Keep receipts. Choose rooms that deserve you.
Let’s take the next step together. If this blog resonated with you, here’s how to move forward:
Take the GPS Quiz: https://adnohrdocs.fillout.com/gpsquiz
Browse the Blog: https://www.adnohrdocs.com/blog
Book a Consultation: https://calendly.com/adnohrdocs
References
Big Interview. (n.d.). 20+ illegal interview questions and how to handle them. https://resources.biginterview.com/interviews-101/illegal-interview-questions/
Cato Institute. (2020). “Good faith” vs. “bad faith” arguments or discussions [PDF]. https://www.cato.org/sites/cato.org/files/2020-07/Good_Faith-vs-Bad-Faith-Arguments_or_Discussions.pdf
Fractured Atlas. (n.d.). Responding to inappropriate interview questions. https://blog.fracturedatlas.org/responding-to-inappropriate-interview-questions
Grammarly. (n.d.). Bad faith argument vs. good faith argument. https://www.grammarly.com/blog/rhetorical-devices/bad-faith-good-faith/
UNSW Sydney. (2024, March). How to have better arguments. https://www.unsw.edu.au/newsroom/news/2024/03/how-to-have-better-arguments
Wikipedia. (n.d.). Bad faith. https://en.wikipedia.org/wiki/Bad_faith
Yale University, Office of Career Strategy. (n.d.). Illegal interview questions and how to respond. https://ocs.yale.edu/channels/illegal-interview-questions/
Thesaurus.com. (n.d.). Bad faith – synonyms and antonyms. https://www.thesaurus.com/browse/bad-faith
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