Imagine the frustration of going through a gruelling interview process, waiting for weeks or even months for a response, only to be met with silence.

Imagine the frustration of going through a gruelling interview process, waiting for weeks or  even months for a response, only to be met with silence. Now, flip the scenario: a company meticulously selects a candidate, extends an offer, and then, nothing. The candidate vanishes, never showing up on their first day, offering no explanation. This emerging workplace trend, referred to as career catfishing, involves job seekers accepting positions but not showing up on their starting day, frequently without any prior notice (Robinson, 2025). Although this behaviour has drawn criticism for being unprofessional, it also prompts a significant inquiry: Is career catfishing simply an unethical act, or is it indicative of more significant issues within the hiring process?

A survey conducted by CV Genius found that career catfishing is notably more common among younger generations, with 34% of Gen Z workers acknowledging this behaviour, in contrast to 24% of millennials, 11% of Gen Xers, and only 7% of baby boomers (First post, 2025). Unlike conventional job-hopping, which entails changing jobs after a brief period, career catfishing signifies a complete disregard for employment obligations even before they commence (Hindustan Times, 2025).

The motivations behind career catfishing are complex. A significant reason is the irritation with outdated hiring methods, which include protracted interview procedures, slow feedback from recruiters, and mismatched job expectations (Economic Times, 2025). Numerous job seekers experience lengthy waits of weeks or even months after their final interview before receiving an official offer, during which they may have already landed another position or lost interest in the job (News 18, 2025).

Another significant reason is the growing emphasis on workplace well-being. Generation Z prioritises work-life balance, mental health, and job satisfaction to a greater extent than earlier generations, making them less inclined to accept positions that do not align with their personal and career goals (NDTV, 2025). If a candidate perceives warning signs, such as a toxic work culture, inadequate compensation, or limited opportunities for advancement, they may choose to withdraw from the position before it officially begins (Forbes, 2025). Moreover, career catfishing is also associated with the wider anti-work movement, which questions conventional employment structures and corporate obligations. Some candidates intentionally ghost organisations as a form of quiet dissent against exploitative work conditions or poor treatment during the recruitment process (Fortune, 2025).

Career catfishing is often linked to Gen Z, but it is not exclusively their phenomenon. In contrast to earlier generations, Gen Z workers are more inclined to challenge unsatisfactory work conditions and prioritize their own needs over what employers want (Fortune, 2025). Although millennials are less prone to partake in this behaviour, they have also demonstrated similar inclinations to alter workplace conventions (Forbes, 2025). This trend indicates an increasing demand for enhanced transparency and flexibility in the workplace, driven by changing perspectives on work-life balance (TechGig, 2025).

Social media platforms like TikTok, Instagram, and LinkedIn play a significant role in normalising career catfishing. Online communities share stories about rejecting jobs, ghosting employers, or exposing toxic work environments, reinforcing these behaviours among young professionals (NDTV, 2025). Digital culture also amplifies the power dynamics between employees and employers, making it easier for individuals to prioritize their well-being over corporate expectations (Indian Express, 2025). Additionally, remote work and the digital job market have reduced personal accountability, making it easier to back out of commitments without confrontation (Economic Times, 2025).

The consensus on this ‘rebellious’ act is that it is unethical due to the negative consequences that follow someone else’s job opportunity being taken away, and issues in hiring and the organisation being caused. As mentioned before, the motivations behind this act are complex, leaving job seekers with this as a last resort. A piece by Sachdev (2024) mentions an anecdote of a Delhi University graduate who had applied for several positions but was met with no contact from the employer’s end for as long as six months. Such situations may lead to anxiety and self-doubt amongst job seekers and, as a result, lead to risky yet brave acts of career catfishing that give temporary solace but may be detrimental to their career trajectory.

One could, however, argue that career catfishing is ethical if it leads to favourable consequences for the greater good and forces positive changes in a slow hiring process. This explanation does not justify the act because if every job seeker started career catfishing, the hiring system would be pointless and eventually break down. It may be obvious that employers and recruiters might find this act problematic and would be understandably furious. In a non-work setting, it would be natural for an individual to be frustrated if they got unpromptedly ‘ghosted’ by someone. The same applies to current work settings as well.

In an article on YourStory, Morning Star Brandcom’s director and co-founder, Chetna Israni, mentioned that these acts of career catfishing don’t only tarnish an individual’s image and credibility but also make recruiters question the integrity of a particular generation (Sachdev, 2024), mostly Gen Z, due to their aforementioned inclination to challenge dissatisfying work conditions. And even though other generations may partake in this act, humans tend to make judgements based on past experiences and knowledge, which inevitably leads to the overgeneralization of Gen Z employees amongst older recruiters. Moreover, such acts are considered unprofessional and could get individuals blacklisted from the company and even the industry, further impacting their career trajectory (Sachdev, 2024).

The previously mentioned article on ‘YourStory’ also featured insights from an associate professor at IMI Delhi, Swati Dhir, who holds that Gen Z seeks to establish power dynamics favoured towards them and wants to actively design their job experiences (Sachdev, 2024). Be it by rebelling against companies for slow replies by career catfishing and giving them “a taste of their own medicine” or by clocking out sharp at 5 PM, Gen Z does not tolerate unfair treatment stemming from unjust standards, which is respectable. An IT professional expressed how the concept of being ‘passionate’ about work has changed and that the reason why Gen Z workers clock out sharp at 5 PM is because they work smarter and not harder to show their passion about their work (Theodorus, 2025).

In conclusion, career catfishing is a two-way street, and as briefly mentioned before, if recruiters in work settings avoid ‘ghosting’ candidates and offer timely feedback and updates on acceptance status, this can, in turn, help avoid candidates ‘ghosting’ organisations. On the job seekers’ part, it is important to understand the potential negative outcomes that career catfishing could lead to. On the employers’ part, it is important to have a clear, communicative, and less arduous hiring process.

Authors: Akshita Pandey, Undergraduate Student, FLAME University; Ishani Kanchan, Undergraduate Student, FLAME University; & Prof. Moitrayee Das, Faculty of Psychology, FLAME University.