Hi Taro, I need an advice I was laid off as a engineer when I started the interview process.They never asked, so I did not proactively tell. But then I received a nice offer from them months after termination date. I was considering if I should proactively tell the employer that I was no longer working There are 2 actions I am thinking: Proactively tell: I would lay off this message to the HR I’m thrilled about the opportunity to join [company_name] and wanted to proactively share a quick update. Since our hiring process, my role at [prev_company_name] was impacted by recent restructuring in April. I didn't want to introduce uncertainty mid-process since the restructuring wasn't performance related and doesn't impact my ability to join. Now that we are at the offer stage, I wanted to make sure everything aligns for a smooth transition. I’ve been excited to bring my experience to [company_name] and contribute to [specific team/project you discussed]. My goal is to be highly transparent and I am happy to provide any additional details. I look forward to the next steps. Did not tell: Will just ignore letting them know. I have been thinking about these actions: For number 1**, my worry is that I will be seen as not truthful (I did not lie, they also never asked) especially after offer is out. The recent layoff is also marketed as low performance issue which might have contributed to my not telling. For number 2**, HR might know due to background check and when they have the start/end date. Any advice on how to approach this from recruiter point of view and minimizing the chance of offer rescinded? If number 1 is preferred, should I tell the HR verbally or written (email)? What would be the best way to approach this action? Thank you

tl;dr: When the background check comes up, consider mentioning to HR that the dates of your employment may show that you departed from your most recent role in April. Avoid justifying your actions until you're asked to explain. I'm not a recruiter nor do I have extensive experience with this. I'll just pitch my thoughts. I think as long as you didn't lie to them during the interviews after you were impacted by restructuring, you should be fine. Maybe if anything, when the background check comes up, send a note to the HR team and let them know about the restructuring. I wouldn't say anything about why you didn't bring it up earlier as there's a risk of it being interpreted as malicious intent to withhold information; only address it if they ask you why you didn't mention it sooner. If it comes up, say you didn't think it was relevant to your candidacy. As you said, they never asked so you don't really need to tell. I'm assuming they didn't interview you and give you the offer on the condition that you are currently working. The interview process and offer has shown that they like you and what you bring to the table. On principle, they shouldn't rescind your offer if they never asked and you never lied. edit: Between email or phone call, either works. I just wouldn't schedule a phone call just to tell them. Only if you already have a phone call scheduled for a different reason. Depending on where you are, some (most? all?) companies will only disclose your employment dates and nothing more, even if your layoff was performance related. Explain it as a layoff.

Received Offer but have not disclosed latest employment termination

Staff Software Engineer at Taro Community2 days ago

Staff Engineer

Hi Taro, I need an advice

I was laid off as a engineer when I started the interview process.They never asked, so I did not proactively tell.

But then I received a nice offer from them months after termination date. I was considering if I should proactively tell the employer that I was no longer working

There are 2 actions I am thinking:

Proactively tell: I would lay off this message to the HR

I’m thrilled about the opportunity to join [company_name] and wanted to proactively share a quick update. Since our hiring process, my role at [prev_company_name] was impacted by recent restructuring in April.

I didn't want to introduce uncertainty mid-process since the restructuring wasn't performance related and doesn't impact my ability to join. Now that we are at the offer stage, I wanted to make sure everything aligns for a smooth transition.

I’ve been excited to bring my experience to [company_name] and contribute to [specific team/project you discussed].

My goal is to be highly transparent and I am happy to provide any additional details. I look forward to the next steps.
Did not tell: Will just ignore letting them know.

I have been thinking about these actions:

For number 1, my worry is that I will be seen as not truthful (I did not lie, they also never asked) especially after offer is out. The recent layoff is also marketed as "low performance" issue which might have contributed to my not telling.
For number 2, HR might know due to background check and when they have the start/end date.

Any advice on how to approach this from recruiter point of view and minimizing the chance of offer rescinded?

If number 1 is preferred, should I tell the HR verbally or written (email)? What would be the best way to approach this action?

Thank you

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Discussion

(6 comments)

2
Nicholas Tating
•Software Engineer @ DoorDash
a day ago
tl;dr: When the background check comes up, consider mentioning to HR that the dates of your employment may show that you departed from your most recent role in April. Avoid justifying your actions until you're asked to explain.

I'm not a recruiter nor do I have extensive experience with this. I'll just pitch my thoughts.

I think as long as you didn't lie to them during the interviews after you were impacted by restructuring, you should be fine.

Maybe if anything, when the background check comes up, send a note to the HR team and let them know about the restructuring. I wouldn't say anything about why you didn't bring it up earlier as there's a risk of it being interpreted as malicious intent to withhold information; only address it if they ask you why you didn't mention it sooner. If it comes up, say you didn't think it was relevant to your candidacy. As you said, they never asked so you don't really need to tell.

I'm assuming they didn't interview you and give you the offer on the condition that you are currently working. The interview process and offer has shown that they like you and what you bring to the table.

On principle, they shouldn't rescind your offer if they never asked and you never lied.

edit:

Between email or phone call, either works. I just wouldn't schedule a phone call just to tell them. Only if you already have a phone call scheduled for a different reason.

Depending on where you are, some (most? all?) companies will only disclose your employment dates and nothing more, even if your layoff was performance related. Explain it as a layoff.
- 0
  Staff Software Engineer [OP]
  •Taro Community
  15 hours ago
  A big reason and ask from my side is that my company is laying off people publicly and brand them as "performance" reason. So I am afraid to divulge the case of getting "restructured" or "layoff". I saw one meta employee had his offer retracted due to divulging this information. It is unfortunate that the "restructuring" can trigger a huge red flag in this case due to insensitive corporate communication.
  
  If asked, I would think to just leave the reason as a voluntary exit
  
  Would you think it is okay?
1
anamazonsde
•SDE @ Amazon
a day ago
In many countries, background check works only to confirm if you have worked at the company or not for privacy reasons. So, I would first make sure to understand the specific law we are talking about, before assuming they will know about it from bg check.

I would not talk about it if I were you. No need, and can only lead to negative effect, and most importantly, you are not lying.
- 0
  Staff Software Engineer [OP]
  •Taro Community
  a day ago
  Thanks for this.
  
  My understanding is that they will have start and end date during background check
0
Staff Software Engineer [OP]
•Taro Community
a day ago
Thanks Nicolas. Since this is a high stake for me. Could I ask if you have a personal anecdote
- 1
  Supportive Tarodactyl
  •Taro Community
  a day ago
  Just wanted to share a personal anecdote since I’m in a similar situation. I had applied to a company before my termination and progressed through the interview process, even passing the onsite. However, the process stretched out a bit, and I had to update my LinkedIn as part of my severance agreement.
  
  During the team matching round, the hiring manager directly asked whether I was still at my previous company. When I said I had left, his demeanor noticeably changed, and the rest of the conversation felt off. I didn’t receive an offer, and I suspect that may have played a role.
  
  On the other hand, I’ve also applied to companies after leaving my previous role, with my resume clearly indicating that I’m no longer employed. Interviewers still asked whether I was currently working, and I answered honestly. Some did follow up to ask why I left, but overall, I felt they were much more understanding than the team matching hiring manager I mentioned earlier. These are just small data points, but they reinforce my belief that honesty is the best policy.
  
  Hope this helps — just sharing my personal experience in case it’s useful.