A jobseeker recently shared on social media that they were rejected in the final interview round because they changed companies every three years. The hiring manager, who had been with the firm for over two decades, believed employees should remain at a company for a similarly long duration.

The candidate explained that after three years at their first job, the work became repetitive with no career progression. In their second role, they stayed for 2.8 years but had to leave due to company-wide layoffs. Currently, they sought an internal transfer but were told they needed to complete 2.5 years in their existing project to be eligible.

Despite these justifications, the hiring manager remained unimpressed. The rejection was further influenced by the candidate’s career aspirations—when they expressed interest in becoming an Architect to gain an end-to-end understanding of projects, the hiring manager questioned why they weren’t more customer-focused.

Social media users sympathized with the jobseeker, calling the rejection unreasonable. Many believed companies should work to retain employees rather than expect them to stay out of obligation. Others pointed out that silent layoffs and hiring slowdowns could be influencing such decisions.

“Aaj kal hiring managers just need excuses to reject candidates,” one user quipped.

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