Ex-Google recruiter: How to get hired even if you left your last job on bad terms

### Summary of "Ex-Google recruiter: How to get hired even if you left your last job on bad terms" Nolan Church, a 36-year-old former recruiter for Google and DoorDash, and current CEO of Continuum, a talent marketplace for executives, shares valuable insights on navigating the job market after leaving a position on bad terms. Church's expertise in the recruitment process, particularly in handling references, provides a practical guide for job seekers looking to overcome negative experiences from their previous employment. #### 1. **Before Leaving, Try to Mend Things** Church emphasizes the importance of attempting to mend relationships with managers and colleagues before departing a job, especially if the exit is contentious. A professional and sincere apology, acknowledging mistakes and expressing gratitude, can leave a lasting positive impression. Even if the other party hasn't fully forgiven the candidate, they are less likely to provide negative feedback to future employers, either through "front door references" (contacts provided by the candidate) or "back door references" (contacts the recruiter finds independently). Wrapping up a job professionally is often remembered more than the issues that led to the departure. #### 2. **Don't Proactively Flag a Bad Reference, but Be Prepared** Candidates should not preemptively bring up negative references unless directly asked. When recruiters inquire, "Is there somebody I shouldn't reach out to?" it's an opportunity to demonstrate self-awareness and professionalism. A tactful response might be, "Oh, not my last manager. We had differing points of view on the best path to do XYZ, so that person is likely not the best person to talk to, but here are the three people who are." This approach shows that the candidate can handle difficult situations maturely and is aware of potential issues. #### 3. **If You Get a Bad Reference, Be Honest and Self-Aware** When a recruiter encounters a negative reference, they often follow up with the candidate to get their side of the story. Church advises candidates to be honest, self-aware, and professional in their response. A good example is, "My past manager and I, our relationship ended badly. Here's what happened, here's how I could have done better, and here's what I learned." Such a response indicates that the candidate is willing to take responsibility, learn from their mistakes, and grow, which are qualities highly valued by recruiters. #### 4. **Front Door References Should Be People Who Deeply Know Your Work** If a candidate cannot list their latest manager as a reference, they should consider other individuals who can vouch for their skills and work ethic. Past colleagues, managers from previous roles, and even customers can be excellent references. For instance, a salesperson who has a customer willing to speak highly of their performance can significantly enhance their prospects. The key is to select references who have a deep understanding of the candidate's work and can provide specific, positive feedback. #### 5. **No Matter Who Your References Are, Make Sure They Know You’re Using Them** Always inform potential references that you plan to use them. This is crucial because if a recruiter calls a listed reference who is unaware of the request, it can reflect poorly on the candidate. Church notes that such a situation would indicate a lack of maturity and professionalism, which can be detrimental to the hiring process. Ensuring that references are prepared and willing to speak on your behalf is a sign of respect and good communication skills. In conclusion, Church's advice underscores the importance of professionalism, self-awareness, and strategic communication in the job search process, especially when dealing with the challenge of negative references. By taking these steps, candidates can improve their chances of securing a new job and demonstrating their value to potential employers.