5 answers
hehe
Student
Singapore
16
Questions
Asked
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Answering “Why did you leave” honestly?
I find this a very instrusive question given that i find that it's not really other people's business to know why and how I left my previous company.
How should candidates answer the interview question “Why did you leave your previous role?” when the reason involves negative experiences such as poor culture, burnout, or misalignment?
How do you stay honest without sounding defensive or unprofessional?
Should I be alerted when organisations ask me this question during the interview? How much do I divulge?
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5 answers
Vianne Phan
Youth Development Teacher
84
Answers
San Diego, California
Updated
Vianne’s Answer
You’re right that the question can feel intrusive, but in interviews it’s less about your personal business and more about how you talk about conflict, stress, and judgment. That’s what they’re actually listening for. You do not owe them the full story, and you definitely do not need to trauma dump or relive a bad experience to be “honest.”
The safest and most professional move is to tell the truth, just zoomed out. Instead of saying “the culture was toxic and I was burnt out,” you reframe it as “I realized the role and environment weren’t the right long term fit, and I’m looking for a place where I can grow and do my best work.” That’s still honest. You can mention misalignment, lack of growth, or wanting better support without blaming people or sounding bitter. Interviewers get that not every job works out. What makes candidates look bad is sounding angry, defensive, or like they’re still stuck in the conflict.
You should not see this question as a red flag by itself. Almost every employer asks it. It only becomes concerning if they push aggressively for details, gossip, or try to get you to badmouth your old company. In terms of how much to share, less is more. One or two calm sentences, then pivot to what you want next. Staying honest doesn’t mean oversharing. It means showing maturity, self awareness, and forward thinking. That’s what actually makes interviewers trust you.
The safest and most professional move is to tell the truth, just zoomed out. Instead of saying “the culture was toxic and I was burnt out,” you reframe it as “I realized the role and environment weren’t the right long term fit, and I’m looking for a place where I can grow and do my best work.” That’s still honest. You can mention misalignment, lack of growth, or wanting better support without blaming people or sounding bitter. Interviewers get that not every job works out. What makes candidates look bad is sounding angry, defensive, or like they’re still stuck in the conflict.
You should not see this question as a red flag by itself. Almost every employer asks it. It only becomes concerning if they push aggressively for details, gossip, or try to get you to badmouth your old company. In terms of how much to share, less is more. One or two calm sentences, then pivot to what you want next. Staying honest doesn’t mean oversharing. It means showing maturity, self awareness, and forward thinking. That’s what actually makes interviewers trust you.
Shakera Fernander-McNeil
Internal Auditor
2
Answers
Riverview, Florida
Updated
Shakera’s Answer
From the perspective of someone who has both interviewed candidates and been a candidate myself, this question can feel intrusive, especially when the real reason for leaving involves things like poor culture, burnout, or misalignment. Candidates should know that honesty does not require sharing every negative detail.
When I’m interviewing, I appreciate transparency, but I also pay attention to how someone frames their experience. A brief, professional explanation that shows reflection and forward thinking is usually much stronger than a detailed breakdown of what went wrong. Too much negativity, blame, or unresolved emotion can become a red flag—not because the experience wasn’t real, but because it can signal difficulty processing challenges in a constructive way.
This is why I often prefer to ask, “Why are you pursuing this opportunity?” instead of focusing on why someone left their last role. That question keeps the conversation forward-looking and allows candidates to be honest without oversharing. It also helps me understand motivation, values, and fit rather than replaying past frustrations.
For candidates, my advice is to:
- Keep your answer true but high-level
- Focus on what you learned and what you’re looking for next
- Avoid detailed criticism of people, teams, or organizations
You don’t owe interviewers the full story. A professional, thoughtful response that explains your direction is enough and often more effective than going deep into negative experiences. Remember that interviews are a two-way conversation, and how an organization responds to your boundaries can offer insight into its culture. Thoughtful follow-up questions are normal, but pressure for gossip or excessive detail can be a warning sign.
Before interviewing, prepare a short, neutral explanation for why you’re exploring new opportunities
If your experience was negative, translate it into what you now value (e.g., alignment, growth)
When asked about your past role, pivot to why this opportunity makes sense now
Watch how interviewers respond
Remember you’re interviewing them too
When I’m interviewing, I appreciate transparency, but I also pay attention to how someone frames their experience. A brief, professional explanation that shows reflection and forward thinking is usually much stronger than a detailed breakdown of what went wrong. Too much negativity, blame, or unresolved emotion can become a red flag—not because the experience wasn’t real, but because it can signal difficulty processing challenges in a constructive way.
This is why I often prefer to ask, “Why are you pursuing this opportunity?” instead of focusing on why someone left their last role. That question keeps the conversation forward-looking and allows candidates to be honest without oversharing. It also helps me understand motivation, values, and fit rather than replaying past frustrations.
For candidates, my advice is to:
- Keep your answer true but high-level
- Focus on what you learned and what you’re looking for next
- Avoid detailed criticism of people, teams, or organizations
You don’t owe interviewers the full story. A professional, thoughtful response that explains your direction is enough and often more effective than going deep into negative experiences. Remember that interviews are a two-way conversation, and how an organization responds to your boundaries can offer insight into its culture. Thoughtful follow-up questions are normal, but pressure for gossip or excessive detail can be a warning sign.
Shakera recommends the following next steps:
Karin P.
Lecturer, Academic Advisor, Career Coach
1091
Answers
Göttingen, Lower Saxony, Germany
Updated
Karin’s Answer
Hi hehe,
That's a very common question and a tricky one to answer. It is generally recommended to avoid negative comments about a previous employer or any mention of personal conflicts. In the application stage comments about personality conflicts will most likely be seen as your fault because "you don't get along with people". If you speak badly about a previous employer, the assumption will be that you will also speak badly about a future employer and that you will be a problem.
So, you want to be authentic but you don't have to divulge details either. Have an answer prepared that is plausible and positive. You can use some of these:
- no room for growth,
- wanting to take the next step,
- wanting to gain experience in a different aspect of your field,
- got a better offer,
- need to move to a different city/state/country (give reason),
- career pivot (give reason),
- term contract came to an end,
- company is in a bad state,
- anticipating layoffs due to market.
Generally, it's easier to find a job if you have a job. Find a new job before you quit an old job and you won't have to explain much beyond "I found a better opportunity" or "I got a really good offer" at a later stage.
I hope this helps! All the best to you!
KP
That's a very common question and a tricky one to answer. It is generally recommended to avoid negative comments about a previous employer or any mention of personal conflicts. In the application stage comments about personality conflicts will most likely be seen as your fault because "you don't get along with people". If you speak badly about a previous employer, the assumption will be that you will also speak badly about a future employer and that you will be a problem.
So, you want to be authentic but you don't have to divulge details either. Have an answer prepared that is plausible and positive. You can use some of these:
- no room for growth,
- wanting to take the next step,
- wanting to gain experience in a different aspect of your field,
- got a better offer,
- need to move to a different city/state/country (give reason),
- career pivot (give reason),
- term contract came to an end,
- company is in a bad state,
- anticipating layoffs due to market.
Generally, it's easier to find a job if you have a job. Find a new job before you quit an old job and you won't have to explain much beyond "I found a better opportunity" or "I got a really good offer" at a later stage.
I hope this helps! All the best to you!
KP
Karen Creel
Practice Management
1
Answer
Washington, Washington
Updated
Karen’s Answer
It's not uncommon for employers to ask this question, especially if there are gaps in your work history. When responding, stay calm and avoid too many details. You might say there was no room for growth or that you're seeking experience in a different type of company, like larger, smaller, or international. If burnout was a factor, such as working long hours, be honest. If the employer doesn't understand, it may not be the right place for you. Always keep your comments about past employers neutral.
Thank you so much for the advice, Karen! Love how you pointed out that being authentically honest about my experiences will do me good, as it will likely also signal that the organisation who does not understand my needs would probably end up not being a good fit anyway.
To expand on it by just a bit - are there any examples of phrases that should not be mentioned as part of my recount of leaving the past work histories?
For example, will it be too much to divulge the number of hours that I worked in the previous organisation, which drives the point of working long hours being the reason of leaving? Hypothetical situation where the company presses on further from my 'vague' answers
hehe
Greg Boyer
Lead Technical Business Manager
3
Answers
Atlanta, Georgia
Updated
Greg’s Answer
i changed jobs within the same company due to a toxic boss who was gaslighting and intimidating me. i had complained to HR and his leadership separately but it was pretty much swept under the rug. but in my interview for the new job i didn't mention this, because a "personality conflict" could be perceived as your fault for you not being able to get along with many people. i just talked about how the workload was declining and my projects weren't getting funded. however... a few months after i was hired for the new role and was comfortable with my new boss i did disclose that my prior toxic boss was a motivating factor, and she appreciated me sharing.