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[quote=Anonymous]My company did lay offs, about 15% of the workforce. I had to lay off one of my 6 senior managers.  She was the weakest performer of the group, more having to do with her lack of experience, but there had been some performance issues we were working on (she needed to get into the details more to better manage her staff).  I inherited her as a staffer when the company had reorged.  When laying her off she wanted to know why her and I had to give the company line that the HR/legal folks were giving me. I took ownership for the decision of selecting her (I didn't say it was out of my hands because it was my call of which of my sr. mgrs had to go) but I couldn't give her the details she desired on why her. I did say it wasn't personal (and it wasn't) and that I would have kept her if I could (and I would have).  We have seen each other socially several times with other groups of people.  At first it was a little awkward but more recently it has been pretty normal.

O.k. long build up - here's the question.  A good friend and former colleague of mine is interviewing for a position at the firm where my old employee now works.  She is on the interview panel.  If you were her, how would you take an email from me recommending this other individual for the open position?  Don't want to hurt his prospects, but also know that getting a job is often about "who you know", particularly in my industry (fairly insular).[/quote]

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