Picture a recruiter waiting to hear back from a promising candidate. The interview went well, the offer letter is drafted, and HR is ready to welcome a new hire. Then silence. No replies to emails, no returned calls. Weeks pass, and the candidate never resurfaces.
Welcome to career catfishing – the workplace twist where candidates accept jobs but never show up. It’s blunt, costly and, crucially, revealing.
Beneath the awkward silence lies something bigger: slow hiring processes, poor communication, and a changing sense of loyalty in work.
Workplace power dynamics are changing, and Gen Z is leading the charge.
At its core, career catfishing is a form of ghosting: a candidate completes interviews, accepts an offer, then disappears before day one.
The CVGenius Future of Work Survey (2025) found that 34% of Gen Z respondents admitted to this behaviour, a rate noticeably higher than older cohorts.
And it’s not happening in isolation. Indeed’s ‘Ghosting in Hiring’ report (2023) documented a sharp rise in candidate no-shows globally, framing catfishing as part of a wider culture of two-way ghosting.
A 2023 Robert Half study also reported that 39% of hiring managers had seen ghosting by candidates increase compared to the year before.
For decades, job seekers have been on the receiving end of silence — applications sent off, interviews endured, and no feedback ever arriving. Seen from that angle, career catfishing feels like poetic justice.
But it isn’t only about revenge. The CVGenius (2025) and Indeed (2023) reports suggest career catfishing often follows being ghosted by employers, getting a better offer at the last minute, or simply deciding a role doesn’t align with expectations.
It’s retaliation sometimes, but just as often it’s pragmatism.
Research points to the same pain points: slow hiring cycles, vague promises, and little transparency.
The CVGenius survey shows Gen Z values speed and openness in recruitment and will walk away if processes feel disrespectful. Indeed’s report links candidate ghosting to sluggish employer responses and mixed messages.
Glassdoor’s survey noted rising chatter from candidates who felt ignored, showing that silence cuts both ways.
There’s also a cultural piece. In Deloitte’s 2024 Gen Z and Millennial Survey, nearly half of Gen Z respondents (46%) put work-life balance above pay when weighing jobs.
Career catfishing, then, isn’t just rudeness — it’s an expression of priorities.
Employers aren’t used to candidates holding this much leverage. But the numbers suggest power has tilted.
LinkedIn’s 2024 Global Talent Trends report found that Gen Z switches jobs faster than any other generation, often staying less than two years.
Pair that with the growth of remote and freelance work, and younger workers simply don’t feel tied down.
If a role looks rigid, outdated, or disrespectful, many feel little guilt about walking away, even after signing.
The fallout is tangible. A vanished new hire leaves behind wasted recruiter hours, disrupted onboarding, and team plans in limbo.
Indeed’s 2023 report mapped out how ghosting slows hiring cycles, drives up agency fees and creates more churn in competitive fields. Smaller firms suffer most: one no-show can derail a project or leave staff scrambling to pick up the slack.
Reputation takes a hit too. Both Glassdoor and outlets like Fortune have linked poor candidate experiences to long-term employer brand damage, making it harder to attract talent next time.
The demands aren’t complicated.
The CVGenius survey shows Gen Z prioritises transparency on pay, clarity on timelines, quick decisions and flexibility over prestige or tenure. Indeed’s 2023 report reinforces this: move fast, communicate clearly, and you’re less likely to lose candidates.
Meanwhile, a 2024 Flex Index report found that 82% of Fortune 500 companies now offer some level of flexible work, but the 18% that still insist on full-time office presence are increasingly out of step with what younger workers want.
Stopping catfishing isn’t about blacklists or punishment, but rather about restoring trust. Surveys suggest a clear playbook:
Speed up decisions: Indeed (2023) recommends shorter interview loops and firm timelines.
Communicate constantly: Glassdoor (2024) shows even a fast rejection is better than silence.
Be transparent on pay and flexibility: CVGenius (2025) found Gen Z will walk away if these are hidden.
Track candidate experience: Indeed (2023) urges companies to monitor time-to-offer, response rates and applicant feedback.
Punitive rules won’t solve it: Better processes and honest communication will.
Career catfishing might look immature, but it points to deeper shifts: eroding workplace loyalty, shifting bargaining power, and zero tolerance for sloppy hiring.
Gen Z isn’t afraid to walk away — even mid-process — if the basics aren’t respected. Employers that adapt with speed, candour and flexibility will see fewer disappearing acts and stronger hires.
Those who don’t? They’ll keep waiting by the phone for a new starter who never arrives.
