Anonymous wrote:

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Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

I misspoke. I meant "current" as listed on the application or resume. Sorry for the confusion.

So, yes, I always call. You can find out a lot about the supervisor's regard for the applicant even if the supervisor doesn't share any information other than dates of employment. In two cases I have rescinded offers. As point of fact, one was pretty similar to the situation OP is describing. The supervisor in this case gave the dates of employment and the tone of the supervisor was distinctly unfriendly about the applicant. He indicated that they were shorthanded (for finishing a big proposal) after being left in a lurch but he did not directly blame the applicant. But his feeling about the applicant was clear. He even said "good luck" when I ended the call. I thought about it a long time, discussed it with my team, and we jointly decided that if the applicant would do it to the former employer, then the applicant could do it to us, and that was a person we didn't want on our team.

That's super shitty of you. An random asshole you called, who was probably just pissed off, told you "good luck" and you rescinded a job offer? You suck.

Did you read the bolded? That's why my team decided that I should rescind the offer. I would do it again in a heartbeat. I am very comfortable with our decision.

The person you wound up not hiring dodged a major bullet.

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Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

I misspoke. I meant "current" as listed on the application or resume. Sorry for the confusion.

So, yes, I always call. You can find out a lot about the supervisor's regard for the applicant even if the supervisor doesn't share any information other than dates of employment. In two cases I have rescinded offers. As point of fact, one was pretty similar to the situation OP is describing. The supervisor in this case gave the dates of employment and the tone of the supervisor was distinctly unfriendly about the applicant. He indicated that they were shorthanded (for finishing a big proposal) after being left in a lurch but he did not directly blame the applicant. But his feeling about the applicant was clear. He even said "good luck" when I ended the call. I thought about it a long time, discussed it with my team, and we jointly decided that if the applicant would do it to the former employer, then the applicant could do it to us, and that was a person we didn't want on our team.

That's super shitty of you. An random asshole you called, who was probably just pissed off, told you "good luck" and you rescinded a job offer? You suck.

Did you read the bolded? That's why my team decided that I should rescind the offer. I would do it again in a heartbeat. I am very comfortable with our decision.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

I misspoke. I meant "current" as listed on the application or resume. Sorry for the confusion.

So, yes, I always call. You can find out a lot about the supervisor's regard for the applicant even if the supervisor doesn't share any information other than dates of employment. In two cases I have rescinded offers. As point of fact, one was pretty similar to the situation OP is describing. The supervisor in this case gave the dates of employment and the tone of the supervisor was distinctly unfriendly about the applicant. He indicated that they were shorthanded (for finishing a big proposal) after being left in a lurch but he did not directly blame the applicant. But his feeling about the applicant was clear. He even said "good luck" when I ended the call. I thought about it a long time, discussed it with my team, and we jointly decided that if the applicant would do it to the former employer, then the applicant could do it to us, and that was a person we didn't want on our team.

That's super shitty of you. An random asshole you called, who was probably just pissed off, told you "good luck" and you rescinded a job offer? You suck.

Anonymous wrote:Would a company fire you just before they would have to pay a bonus? Absolutely. You dont owe them anything. Leave.

Anonymous wrote:I wouldn't quit. No matter how much you hate your job. Have some integrity.

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Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

I misspoke. I meant "current" as listed on the application or resume. Sorry for the confusion.

So, yes, I always call. You can find out a lot about the supervisor's regard for the applicant even if the supervisor doesn't share any information other than dates of employment. In two cases I have rescinded offers. As point of fact, one was pretty similar to the situation OP is describing. The supervisor in this case gave the dates of employment and the tone of the supervisor was distinctly unfriendly about the applicant. He indicated that they were shorthanded (for finishing a big proposal) after being left in a lurch but he did not directly blame the applicant. But his feeling about the applicant was clear. He even said "good luck" when I ended the call. I thought about it a long time, discussed it with my team, and we jointly decided that if the applicant would do it to the former employer, then the applicant could do it to us, and that was a person we didn't want on our team.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

Anonymous wrote:OP, I have been "close to landing an offer" since January. I have multiple organizations telling me they want to hire me but need to secure the funding first. I am confident they are telling me the truth, but I am still searching and still committed to my current job. DON'T QUIT WITHOUT SOMETHING ELSE LINED UP.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)

Anonymous wrote:I wouldn't quit. No matter how much you hate your job. Have some integrity.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would be really worried that quitting prematurely would affect my new job offer - basically that the new employer would find out, judge me lacking and then renege on the offer.

How on earth would the new job find out?

If you haven't started yet, HR could call to verify employment or someone could call for a reference. "Oh, Larla, yes she used to work here. She quit 2 days ago. Kinda left us in a jam with the annual conference. What do you want to know about Larla?"

If OP is quitting I doubt she is listing anyone at her current company as a reference.

After a candidate has accepted, I always call former supervisors for a reference even if they're not listed by the candidate as a reference.

Former. Not current. Also, if the candidate hasn't listed them as a reference, how would you even have their name and contact information?

I don't think Op should quit but I am not a fan of you doing this. If someone is leaving, there is a very real possibility that they have some difference with their boss, be that personal or professional. I had a former boss leave our company because her new boss bullied her. If you had called the COO to ask about my boss, you would've heard horrible things - even though my boss was beloved by the rest of us (and yes, the bad COO was eventually fired because without my boss, she started bullying others)