OP, I interviewed a person a decade ago who started crying during an interview. She had a traumatic experience, similar to yours, and while I wanted to overlook it I could not. Let this position go. And I am very sorry for the way your previous employer ended things.

I'm not sure you want to work for someone who made you cry.

Anonymous wrote:

Anonymous wrote:Whoa, asking if you got a severance is a red flag.

She should know it is a breach of confidentiality since you cannot disclose your separation terms that are part of an agreement.
You can be sued.

Someone else who did not get a severance can sue your former company based on this information.

I am not a lawyer or a CEO, just a middle manager.

Yeah and it shows.

Separation terms are not necessarily confidential.

For a mass layoff, maybe not.

But the CEO does not know that was the case...

Anonymous wrote:OP, A lot of companies don't give severance or severance or even severance paperwork.

Keep pressing forward.

I've infamously left interviews in tears also. One was at a company I really wanted to work for. The interviewers were combative to me.

Stay strong.

Same here. My face was red and puffy when I went to the second part of the interview and they apologized and told me the guy was a jerk to work with anyway. Op there will be other opportunities.

Anonymous wrote:Op here- should I follow up via email and apologize for my emotional reaction?

You should follow up but the email should hit on your strengths primarily and maybe as a post script mention that you are as passionate about work or some other more clever phrasing

Anonymous wrote:Good for her for reaching out to them. I hope she shames them and offers you a job.

Positive vibes for you in 2024.

+1 I hope so too. She must have been flabbergasted just hearing that story. Hope you get the job.

Anonymous wrote:Whoa, asking if you got a severance is a red flag.

She should know it is a breach of confidentiality since you cannot disclose your separation terms that are part of an agreement.
You can be sued.

Someone else who did not get a severance can sue your former company based on this information.

I am not a lawyer or a CEO, just a middle manager.

Yeah and it shows.

Separation terms are not necessarily confidential.

Whoa, asking if you got a severance is a red flag.

She should know it is a breach of confidentiality since you cannot disclose your separation terms that are part of an agreement.
You can be sued.

Someone else who did not get a severance can sue your former company based on this information.

I am not a lawyer or a CEO, just a middle manager.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I think the CEO was simply trying to figure out if OP was fired or was laid off. Honestly, it doesn't sound like OP clearly answered that question.

If you read OP’s original post you would see that it’s unclear if she was laid off or terminated for cause. OP, are you collecting unemployment?

OP, was this clarified with HR? I hope you are getting unemployment.

OP clearly stated that she has a letter from the company thinking her for all she has done. They wouldn’t put that in an email if they fired her for cause.

If someone asked you this question again, about whether or not, you were fired or laid off, you firmly say that you were laid off, mention the email, thanking you, and offer to show them the email.

Next time, don’t start a new thread. Rather, update the current thread. It’s really confusing and frustrating when people start multiple threads on the same general story.