The corporate world is simultaneously fragile and dynamic. In my career as a Senior Product Manager, I’ve experienced almost every technological evolution in people management over the last two decades, which was marked by the pandemic-driven shift to remote work. New workplace disruptions like “career catfishing” are equally troublesome.
“Career catfishing,” a term popularised during the covid times describes when a pre-hiring Gen Z candidate ghost the employer on the first day of work after accepting the offer. This bizarre trend, if one might call it an “antecedent”, highlights the fact that resounding shifts in behavioural patterns are ammonia and die further highlighting profound problems in contemporary hiring mechanisms. This serves as a reality check on how employers really need to engage talent.
In this article, I will make a compelling case for the fast-emerging phenomena of “career catfishing”, showcasing data validating its growing frequency along with assessing its sociological roots – expectation gaps and breakdown silos of communication – along with pragmatic solutions for smart organisations to better position themselves to deal with the phenomenon. Backed by analysis of my formative years in identifying concise responsive mechanisms and stakeholder alignment design, I maintain this emerging trend isn’t merely indicative of a generational outlier, rather than a symptom of deep systemic failings within organisational recruitment frameworks.
The Rise of Career Catfishing: What the Data Says
Career catfishing has emerged as a bold, albeit disruptive, trend among young professionals. A January 2025 survey by CVGenius, a UK-based résumé-building platform, found that 34% of Gen Z workers (aged 27 and under) admitted to accepting job offers and then failing to show up on their first day without notifying employers. This statistic is striking but not isolated. The same study revealed that 24% of Millennials (aged 28-43) have also engaged in this behavior, though the prevalence drops to 11% for Gen X and 7% for Boomers, underscoring a generational gradient.
Further evidence comes from a 2023 Indeed survey, which reported that 75% of UK job candidates—and 74% of employers—acknowledged ghosting as a normalized part of the hiring process. While ghosting during recruitment isn’t new, career catfishing takes it a step further by occurring post-acceptance, amplifying its disruption. Fortune reported in January 2025 that 21% of Gen Z and young Millennials who career catfished did so “on a dare,” while others cited a lack of enthusiasm (“just weren’t feeling it“).
These numbers paint a picture of a workforce increasingly willing to flout convention. For context, Gen Z is projected to comprise nearly 30% of the workforce in 2025, according to Gallup, making their behaviors impossible to ignore. As a product manager, I see this as more than a statistic—it’s a signal of shifting user needs demanding a redesign of our recruitment “product.”
Underlying Causes: Expectations, Gaps, and Retaliation
To address career catfishing, we must first understand its drivers. From my vantage point, three interlocking factors stand out: mismatched workplace expectations, communication gaps, and a retaliatory mindset fueled by frustration.
- Workplace Expectations Misaligned with Reality
Gen Z enters the workforce with distinct priorities: flexibility, mental well-being, and purpose-driven work. A 2023 Owl Labs report found that 45% of Gen Z workers experience heightened stress, often due to unmet expectations around compensation, work-life balance, and career growth. When job realities—rigid schedules, low pay, or lack of meaning—clash with these ideals, candidates may opt out dramatically via catfishing. Take Alice Raspin, a 20-something Australian who rejected a $37,500 job offer in 2025, questioning its viability amid inflation on TikTok (234,000+ views). Her defiance resonates with a generation unwilling to settle. - Communication Gaps in Recruitment
The hiring process itself is a breeding ground for disillusionment. Research from Handshake shows that 2024 graduates applied to 64% more jobs than their predecessors, yet job listings dwindled from 2023 levels, intensifying competition (source: Fortune). Meanwhile, Resume Genius found that nearly 80% of hiring managers cease responding to candidates mid-process. This opacity – endless interviews, delayed feedback, or misleading job descriptions—erodes trust. As a product manager, I’ve seen how poor user experience drives churn; here, it drives catfishing. - Retaliation as a Power Move
Career catfishing often feels like a middle finger to corporate norms. Gen Z’s actions mirror trends like “quiet quitting” and “coffee badging,” reflecting a broader rejection of traditional loyalty. A 2023 Monster survey noted that over a third of applicants who ghosted did so due to perceived rudeness or deception from recruiters. For Smita Apurva, a Delhi University graduate, catfishing was revenge after employers left her waiting six months for responses. It’s a power grab in a system they feel rigged against them.
Real-World Cases: The Human Cost
The implications of career catfishing ripple beyond statistics. In early 2025, a UK tech startup lost three weeks of onboarding momentum when two Gen Z hires failed to appear, forcing a scramble to re-recruit. In another case, a US retailer reported a 15% no-show rate among seasonal hires, costing thousands in wasted training hours. These incidents highlight the tangible toll on productivity and morale, underscoring the urgency for solutions.
Strategies for Mitigation: A Product Manager’s Playbook
As a Senior Product Manager, I approach career catfishing like a product flaw: identify pain points, iterate solutions, and test for scalability. Here are five strategies companies can adopt to curb this trend and rebuild trust.
- Transparent Job Previews
Clarity is king. Companies must provide realistic job previews—detailing culture, pay, and flexibility – upfront. A 2025 SHRM article suggests that transparency reduces “shift shock,” where new hires bail when reality disappoints. Use video walkthroughs or Q&A sessions to align expectations early. - Streamlined Recruitment Processes
Lengthy, opaque hiring fuels dropout rates. Restructure processes to cap interview rounds at three and guarantee feedback within 48 hours. Deloitte’s 2024 research shows Gen Z values efficiency, with 80% of hiring managers noting streamlined processes retain candidates. Automation can accelerate screening without sacrificing human touchpoints. - Competitive, Flexible Offers
Gen Z prioritizes flexibility over prestige. Owl Labs found 53% would choose remote work over in-office roles, even without promotion prospects. Offer hybrid options, competitive salaries, and mental health benefits to outshine competitors. A compelling value proposition reduces the itch to catfish. - Building Trust Through Engagement
Post-acceptance engagement is critical. Assign mentors or send welcome kits to foster connection before Day 1. Intch’s CEO, Yakov Filippenko, notes that proactive outreach cuts no-show rates by signaling investment in new hires. Treat candidates like users onboarding a product—keep them hooked. - End Employer Ghosting
The irony isn’t lost: employers ghost too. Commit to timely, respectful communication throughout hiring. A 2025 Forbes piece argues that mutual accountability bridges generational divides, reducing retaliatory catfishing. Lead by example to reset norms.
The Bigger Picture: A Call to Evolve
Career catfishing isn’t just Gen Z’s rebellion – it’s a symptom of a recruitment ecosystem struggling to adapt. As a product manager, I’ve learned that ignoring user feedback courts obsolescence. Here, the feedback is clear: younger workers demand respect, transparency, and alignment with their values. Ignoring this risks alienating a generation that will soon dominate the workforce.
The long-term fix lies in collaboration. Employers must evolve hiring into a two-way dialogue, not a top-down dictate. Gen Z must also meet halfway, balancing autonomy with accountability – ghosting burns bridges that may haunt future prospects, especially as job markets tighten (applications rose 24% for the class of 2025, per Fortune). Legal risks loom too; signed contracts could trigger lawsuits, as noted by Swati Dhir of IMI New Delhi.
As I have shifted my focus towards new products in my line of work, I have noticed that there is a similar demand in recruitment. Companies can change a challenge into an opportunity to build a more resilient, inclusive talent pipeline when catfishing is dealt with. Let’s make sure that “no-shows” as we know them today become a thing of the past, instead of the trend.
