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You thought you landed the one. The job listing flirted with you from across the internet—flexible schedule, generous pay, team that “feels like family.” The interviewers leaned in close, nodding earnestly, promising growth and opportunity. You accepted the offer, showed up on day one, and—bam, learned you’d been catfished. Instead of remote work, they hand you a badge and a parking pass. Instead of “strategic creative direction,” you’re scheduling team lunches and updating spreadsheets.
Nearly 4 in 5 U.S. workers report being catfished by an employer, https://www.worklife.news/talent/catfished-most-of-the-workforce-has-been-duped-by-employers-misleading-job-claims/—sold one role, delivered another. This breaks trust, undermines morale, and sets employers and employees up for failure. Imagine dating someone who swears they’re six-foot-two, loves dogs, and wants kids, only to discover they’re five-six, allergic to Labradors, and committed to a “childfree lifestyle.” That’s the level of disconnect employees walk into—except now rent depends on it.
Why employers catfish
Employers want the best candidates. To hook them, they paint a glossy version of the job. They dangle “remote forever” promises, inflate pay ranges, and slap “dynamic culture” into every job ad. A Resume Builder survey found that nearly 40% of hiring managers admit to lying during the process, https://www.hrmorning.com/news/hiring-managers-lying-to-candidates/#:~:text=What%20are%20they%20lying%20about,Compensation. Seventy-five percent of those admitted they fib during interviews, and half fudge the job description itself.
Some of the greatest hits:
- Remote vs. hybrid bait-and-switch. Job listing: “Fully remote.” Reality: “See you three days a week, and don’t forget donuts for the team meeting.”
- Salary mirages. The “competitive pay” evaporates into something that competes with your teenager’s summer job.
- Role distortion. Promised: “High-level strategy.” Delivered: “Please alphabetize these invoices.”
And the cherry on top: ghost jobs. Roughly 30% of companies admit to posting jobs they don’t intend to fill, https://www.hrmorning.com/news/hiring-managers-lying-to-candidates/#:~:text=What%20are%20they%20lying%20about,Compensation.
It’s the corporate version of swiping right just for the ego boost.
Spotting red flags
How do you recognize when you’re about to get employer-catfished? The signs look suspiciously like the dating app version:
- Too perfect, too vague. If every answer in an interview sounds like “we value people” and “growth is our DNA,” you’re being fed fortune-cookie wisdom. Ask what growth actually looks like.
- Shifting details. The role described in the posting doesn’t quite line up with what the manager says—or what HR says. That’s not nuance. That’s spin.
- Remote “flexibility” creep. If they dodge direct questions about office attendance, assume you’ll be in-person sooner rather than later.
- Gut check. If something feels off, it probably is. Trust that itch in your ribs—you’ve survived bad blind dates to know when someone’s blowing smoke.
What employees can do
Don’t rely on warm smiles and LinkedIn endorsements. If a job ad promises remote work, specific pay, or benefits, confirm those in your offer letter before you sign. Nine percent of employees surveyed discovered their comp or benefits were overstated, https://www.worklife.news/talent/catfished-most-of-the-workforce-has-been-duped-by-employers-misleading-job-claims/.
Interview the interviewer. Ask detailed questions: How is success measured? How often does the team meet in person? If they dodge your questions—trust your gut.
Do your homework. Check sites like Reddit or LinkedIn for current or former employees who’ll tell you how it really is. Keep your tone professional: “I’m considering a role at X and would love to hear about your experience with growth opportunities and management style.”
Document everything. Save job descriptions, email exchanges, and interview notes. If you land the role and realize it doesn’t match, you’ll want evidence to bring into a professional conversation with your manager or HR.
The bottom line.
Truth and trust aren’t perks—they’re essential. Without them, you’re negotiating from day one with a partner who already broke the deal.
© 2025 Lynne Curry, PhD, SPHR, SHRM-SCP
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