Back in the day, most people found a decent job at a respectable company, and they stayed there long-term.
It wasn’t abnormal to be hired fresh out of uni and spend your entire career in one place, but that’s certainly not the case today. Not only is the job market way too unstable for that, but Gen Z simply isn’t interested in settling down in one place for the rest of their working days. In fact, many times, they’re not interested in turning up at all. They seem to have turned career catfishing—essentially ghosting on an employer after they’re hired—into a career in and of itself. Here’s why it’s happening.
1. They never actually wanted the job in the first place.
Sometimes, it’s not that they’ve changed their mind after signing the contract. It’s that they were never genuinely invested to begin with. The application might have been more about testing the waters or practising interview skills than seriously committing. Once the offer comes through, the reality of the job doesn’t feel worth it. Rather than send an awkward “thanks but no thanks” email, they just vanish, leaving the employer wondering where they went.
2. A better offer came along.
In a competitive market, Gen Z know they have options. If they get a role that pays more, offers better flexibility, or is closer to what they actually want, the first offer becomes irrelevant. Instead of going through a formal withdrawal, they take the easy way out and don’t show. Employers see it as disrespectful, but for the candidate, it’s a simple calculation: why settle when something better has already landed in your lap?
3. The role turned out to be very different from what was advertised.
Job descriptions can be vague, or even downright misleading. Gen Z are quick to clock when something feels off, whether it’s the salary not matching what was discussed or the “creative” role actually being mostly admin work. Once they realise the reality isn’t what they signed up for, enthusiasm drops fast. Ghosting becomes an escape route rather than wasting energy on a job they already know they won’t enjoy.
4. They’re wary of toxic work environments.
You can learn a lot from the hiring process itself. Maybe the interviewer seemed dismissive, the communication was slow, or there were red flags about the company culture. Gen Z have grown up with constant warnings about burnout and toxic workplaces, so they’re quicker to back out before they’re trapped. If the vibe feels wrong early on, they’d rather disappear than risk months of misery.
5. They applied for too many jobs at once.
It’s common to send out dozens of applications just to get a few responses. The problem is, sometimes those responses all come at once. Faced with multiple offers or interviews, it’s easy for one to fall to the bottom of the priority list. Instead of formally declining, some just let the clock run out and never show, especially if they’ve already mentally committed to something else.
6. They get cold feet.
It’s one thing to apply for a role and daydream about it. It’s another to face actually starting. The thought of walking into a new place with new people can be nerve-wracking, and anxiety can push someone to avoid it altogether. Gen Z talk openly about mental health, but that doesn’t mean it’s easy to explain a last-minute wobble to a hiring manager, so they don’t.
7. Remote work has majorly changed expectations.
Many Gen Z workers started their careers during the pandemic, when remote roles were the norm. Suddenly being expected to commute, stick to rigid hours, or work in a noisy office can feel like a big downgrade. If the job turns out to be less flexible than they hoped, some choose to cut ties before they even start rather than adjust to a setup they know they’ll resent.
8. They’ve spotted a mismatch in values.
You can tell a lot about a company from its social media, the interview questions, or even a quick scroll through Glassdoor. If Gen Z see something that doesn’t sit right, such as outdated attitudes, lack of diversity, or a dodgy environmental record, they’re more likely to bail. They don’t feel obligated to stick with a company they already know they can’t align with.
9. They’ve had a change in personal circumstances.
Life can flip quickly. Maybe they’ve decided to move city, take a course, or focus on a side business instead. Sometimes it’s about health, family, or money. Whatever the reason, starting a brand-new job becomes the wrong move almost overnight. While employers would prefer notice, ghosting is the path of least resistance.
10. The offer was a back-up plan.
For some, the job they ghosted was never Plan A. It was the safety net in case their real target didn’t work out, and once their preferred role or opportunity came through, the backup got abandoned. Instead of closing the loop, they walk away quietly, figuring the company will just move on to the next candidate.
11. They don’t feel guilty about it.
Older generations might see ghosting as rude or unprofessional, but many Gen Z see it as no worse than employers who suddenly go silent on applicants. After years of being ghosted themselves during the hiring process, they view it as fair game. In their minds, it’s just the system playing out both ways.
12. Communication feels harder than disappearing.
Telling a hiring manager you’re no longer interested takes time, confidence, and the right wording. For someone who’s already checked out, it can feel easier to avoid the conversation entirely. Ghosting removes the need to explain or justify, even if it leaves a bad taste for the employer.
13. They think companies will be fine without them.
In big organisations especially, it’s easy to believe you’re replaceable. Gen Z may assume that their absence on day one won’t cause any real disruption because someone else will step in. They underestimate the effort and cost behind hiring, so they don’t see their ghosting as a big deal.
