In the era of perfectly curated feeds, flawless photos, and romanticised lives, our world has become a mere extension of this virtual world.

In the era of perfectly curated feeds, flawless photos, and romanticised lives, our world has become a mere extension of this virtual world. Perception is everything—and the lines between authenticity and illusion blur so easily that even our careers have become a part of this deception. Welcome to the world of career catfishing, where both employers and employees play a dangerous game of falsehoods, lured by promises that lead to nothing but disillusionment.

For job seekers, the hope of finding a workplace that aligns with their values and nurtures their growth feels as fulfilling as any form of social media validation. But too often, beneath the shiny promises of “collaborative culture” and “unlimited potential,” the reality is toxic environments, broken systems, and leaders who care more about bottom lines than employee well-being. Companies have mastered the art of selling a dream—only to deliver a nightmare once the ink dries on the contract.

This is the reality for thousands of employees who find themselves victims of career catfishing. But here’s the twist: it’s not just companies catfishing employees anymore. Affected by years of broken promises, young workers are turning the tables, ghosting employees even before they step through the door.

At its core, career catfishing refers to the phenomenon where job seekers lie or mislead employers about their qualifications, accept job offers, and then disappear without a trace. Much like its romantic counterpart, this process involves projecting false or exaggerated identities to gain opportunities, promotions, or positions they haven’t rightfully earned. This deception is a growing problem worldwide, eroding trust and credibility from workplaces. (“Career Catfishing Explained,” 2025)

Why is career catfishing becoming so prevalent?

It stems from a combination of pressures like imposter syndrome, work insecurity, and fear of rejection. Today, competition is fierce, and success is tied to status. Individuals constantly feel the need to over-deliver on expectations. But this isn’t merely a problem of personal ethics—it’s indicative of larger societal issues. (Why Gen Z Is Embracing Career Catfishing, n.d.) Employees are often evaluated more on their ability to “sell” themselves than on their authentic capabilities.

As Gen Z steps into the workforce, they have brought with them a shift in workplace dynamics, redefining what it means to work, live, and succeed. Unlike previous generations, Gen Z demands authenticity, flexibility, and purpose-driven work, challenging the outdated corporate norms that once dominated. They prioritise mental health and work-life balance and push back against toxic environments with actions like career catfishing and office ghosting. Their willingness to walk away from jobs that don’t align with their values has forced the companies to rethink everything. Gen Z and millennials have learnt to spot the red flags before it’s too late, and rather than suffer through a toxic workplace, they’re ghosting employers before the job even begins. (Gen Z Demands Flexible Workplace Benefits, n.d.)

These tendencies come from a deep-rooted need for instant gratification commonly seen in the way we live our lives in the current times. Other motivations behind the trends include the frustrating and lengthy hiring process, reciprocal ghosting by employers, and assertion of autonomy.

Interestingly, career catfishing is not only about faking credentials; it can manifest in subtle forms too. Perhaps it’s the manager who claims leadership experience far beyond their years, or the mid-level professional who exaggerates the scope of their previous projects. In many cases, these individuals believe they can learn on the job and live up to the persona they have created. But more often than not, the illusion collapses, leaving behind unfinished tasks and unmet expectations.

The Cost of Career Catfishing

The financial and emotional implications are massive. For employers, the cost of onboarding and training can be massive, along with the wasted resources. But more than the numbers, it causes the erosion of trust and damaged reputations, which can be a pain to recover from. Perhaps, the largest cost of them all is what it does to the culture in the long term. When we allow falsified success to flourish, we send a dangerous message—that appearances matter more than authenticity, that the ends justify the means. (Sharma, 2025)

How Do We Combat It?

The answer to moving past this trend lies in both the employers and the applicants. Creating an environment that nurtures transparency, integrity, and the long game over quick wins could be a great step towards it. Structuring hiring processes that look beyond the surface level of qualifications could prove helpful. Organisations must adopt behavioural interviews, practical tests, and real-world problem-solving tasks should become the norm. But even more importantly, there needs to be a cultural shift in how we define success.

Promoting enhanced communications and a streamlined working process that caters to the employee’s needs while contributing to the overall success of the company, would help build a positive employer brand. (Sharma, 2025)

As we move forward in this age of digital professionalism, it’s time we start paying closer attention to the integrity behind the career profiles we see. It’s time to demand more than just promises. The success of our future workplaces depends on it.

Authors: Adhyaa Malik, Undergraduate Student, FLAME University, & Prof. Moitrayee Das, Faculty of Psychology, FLAME University.