How to Tell If Your Interviewer Is Lying

Ever walked out of a job interview feeling like something was just a little… off? Even if you did everything right and put your best self forward, the...

Ever walked out of a job interview feeling like something was just a little… off?

Even if you did everything right and put your best self forward, the unfortunate reality is that interviewers aren’t always acting in your best interest or giving you the full scoop on what it’s like to work for a company.

But don’t worry, we’ve got your back! Let’s break down some common interview fibs and arm you with the tools to spot them.

Special Note: It is important to note that there are not 100% sure-fire ways to know if someone is lying. In this article we will focus on “red flags” signs that indicate something fishy is happening and you should investigate further.

Why Interviewers Lie (According to Studies!)

In the professional world, truth-bending from hiring managers takes on a whole new level of intricacy. So what’s behind it?

1. Pressure to Fill Positions: According to a study, 43% of managers admit to feeling pressure to hire quickly. This pressure can lead to—shall we say—creative interpretations of the truth to sell you on a job. For example, “we have a competitive salary package” might amount to something closer to “we pay slightly above minimum wage but have a foosball table in the break room.”

2. Protecting Company Image: Hiring managers might sugarcoat aspects of the job to make the company seem more appealing (think of it as the corporate equivalent to using a flattering filter on a selfie). Perhaps as a result of this, a Gallup survey found that only 23% of U.S. employees trust the leadership or transparency of their organization!

3. Avoiding Difficult Conversations: Most people hate delivering bad news. In fact, research has found that people are much more likely to lie if they think it’ll spare someone’s feelings. If you’ve ever had to tell a friend that their new haircut looked great when it actually looked like they lost a fight with a lawnmower, you might be able to relate to a hiring manager skimping around the truth when it comes to your evaluation.

4. The ‘Fake It Till You Make It’ Culture: It wouldn’t be fair to drag hiring managers without first taking a good look in the mirror ourselves. According to research, a whopping 81% of applicants lie during interviews and even more have misleading statements on their resume. As such, some hiring managers might feel pressure to match candidate embellishments with their own. It’s a professional game of “two truths and a lie,” except everyone’s playing with a deck full of jokers.

Now that we know why they might fib, let’s learn how to spot those little white lies!

7 Signs an Interviewer Might be Lying to You (& How to Spot Them!)

The Email Evasion

You know that feeling when you send an email and get a response that doesn’t quite answer your question? Yeah, that’s a red flag. If you ask about salary range and get a reply about the “competitive benefits package,” your internal alarm bells should be ringing.

How to Spot It: Keep track of your specific questions and the responses you receive. If there’s a pattern of indirect answers, it might be time to put on your detective hat. Create a little spreadsheet if you need to—think of it as your personal lie-dar system.

P.S. If you really want to be an excellent lie spotter you should learn the 5 steps to lie detection. Vanessa teaches these in her flagship communication course:

Master your People Skills

Create a Memorable PresenceCommunicate with ConfidenceAchieve Your Goals

Join People School

Have a question about the presentation or People School? Email Science of People support.

The Phone Phoniness

Phone interviews can be a breeding ground for little lies. Without face-to-face interaction, it’s easier for hiring managers to gloss over details or exaggerate opportunities.

How to Spot It: Listen for verbal cues like long pauses, changes in tone, or sudden topic shifts when you ask about specifics like job responsibilities or growth opportunities. If the umm-ings and ahh-ings start getting out of hand, your spidey senses should be tingling (do keep in mind though that some people have phone anxiety—even hiring managers!).

Bonus Tip: Record the call (with permission, of course) or take detailed notes. This way, you can review the conversation later and catch any inconsistencies you might have missed in the moment.

The In-Person Inconsistencies

Face-to-face interviews give you a chance to catch those non-verbal cues, so make the most of it. Is your interviewer fidgeting more than a kid who needs a bathroom break when discussing company culture? Time to pay attention!

How to Spot It: Watch for body language that doesn’t match the words. If they’re talking about how great the team is while crossing their arms and avoiding eye contact, something might be fishy.

Body Language 101: Look for clusters of behaviors. One crossed arm doesn’t mean much, but if it’s combined with leaning away, avoiding eye contact, and a forced smile, it could suggest discomfort with the topic being discussed. Want more on body language? Check out our article: 23 Essential Body Language Examples and Their Meanings

The Vague Vacancy

“We’re always looking for great talent!” Sounds promising, right? But if they can’t give you specifics about the role or the hiring timeline, you might be dealing with a phantom job posting.

How to Spot It: Ask for concrete details about the position, team structure, and next steps. If they keep it vague, they might be fishing for candidates without a real job to offer. It’s the job market equivalent of window shopping—looks nice, but you can’t take it home. Question Arsenal: Come prepared with specific questions about day-to-day responsibilities, team size, and immediate projects. If they can’t answer these, it’s time to raise an eyebrow.

The Salary Shuffle

Ah, the dreaded salary discussion. If your interviewer dances around numbers and doesn’t give a clear answer, pay attention.

How to Spot It: Be direct about salary expectations early on. If they consistently avoid giving a range or deflect to “competitive compensation,” they might be hiding something.

Money Talk Strategy: Do your research beforehand. Use sites like Glassdoor https://www.glassdoor.com/index.htm to get a sense of the salary range for the position. Then, when you bring it up, you can say something like, “Based on my research, the market rate for this position is between X and Y. Is this in line with your budget?”

The Culture Charade

“We’re like a family here!” Uh-huh. “Company culture” is a hot buzzword these days, so don’t be surprised when companies try to capitalize on the trend by overselling their culture.

Don’t get us wrong: it’s great if it’s true, but if they’re laying it on too thick, something might be up.

How to Spot It: Ask specific questions about work-life balance, employee turnover, and team-building activities. If their answers sound rehearsed or too good to be true, they probably are.

Pro Tip: Want to find out what other cues your interviewer might be using for deception? Learn all about them in our resource here:

Culture Check: Ask about recent team events or how they celebrated the last big company win. If they struggle to come up with examples, that “family” might not be as close-knit as they claim.

The Future Fable

Ever heard the classic line about “tons of room for growth”? It’s a crowd-pleaser, but sometimes it’s more hot air than hot opportunity. When you ask about career paths or promotion timelines, watch out for the old razzle-dazzle of “individual performance” and “as opportunities arise.”

How to Spot It: Ask for specifics. “Can you tell me about the last three people who were promoted in this department?” or “What’s the average time for an entry-level employee to reach a management position?” Concrete answers suggest real opportunities, while vague responses might indicate a lack of actual growth paths.

Career Path Clarity: Ask about professional development programs, mentorship opportunities, or specific skills you’d need to advance. If they can’t give you a clear picture, that career ladder might be missing a few rungs.

Trust Your Ears for Vocal Tells

Wondering how to tell if an interviewer is lying? Tune into their voice—it’s a giveaway. Research shows liars often shift pitch (higher when nervous) or over-explain with filler words (“um,” “you know”). Next interview, listen for sudden vocal jumps when you ask about salary or workload—like a squeak on “Oh, it’s very manageable!” Or catch excessive hedging: “We’re, uh, pretty flexible, I’d say.” Pair them with body language for a sharper lie radar.

7 Tips on What to Do if an Interviewer Lies to You

Alright, you’ve caught your interviewer in a fib. What now?

Here are some better ways to go about it.

1. Stay Cool: Don’t accuse them of lying outright. Maintain composure, take deep breaths and focus on remaining professional. Consider that there might be a misunderstanding or a legitimate reason for the discrepancy. Example:
   • Interviewer: “Our company never requires overtime.”
   • You (thinking): “But their Glassdoor reviews mention frequent unpaid overtime.”
   • Your response: Remain calm “That’s interesting to hear. Could you tell me more about how the company manages workload and ensures work-life balance?”
2. Ask for Clarification: When you notice inconsistencies, seek clarification in a non-confrontational manner. Frame your question as a request for more information rather than an accusation. This approach gives the interviewer a chance to explain or correct any misstatements while demonstrating your attentiveness and critical thinking skills. Example:
   • Interviewer: “We offer unlimited paid time off.”
   • Later in the interview: “Employees get two weeks of vacation per year.”
   • Your response: “I’d like to understand the time-off policy better. Earlier, you mentioned unlimited PTO, but you just referred to two weeks of vacation. Could you help me reconcile these two statements?”
3. Seek Verification: Requesting to speak with current employees or team members is a great way to get additional perspectives on the company and role. This can help you verify information and get a more rounded view of the workplace culture. When asking, frame it as a desire to learn more about the team dynamics and day-to-day experiences. Example:
   • You: “I’m really interested in understanding more about the team dynamics. Would it be possible to speak with a current team member or perhaps join a team meeting to get a feel for how the group collaborates?”
4. Document Everything: Take detailed notes during and after the interview. Write down specific claims, promises, or descriptions of the role and company. Include the date, time, and name of the interviewer. This documentation can be valuable if you need to follow up on discrepancies later or if you’re comparing multiple job offers. Example:
   • In your notes: “March 15, 2025 - Interview with Sarah Johnson (HR Manager)

• Claimed 20% annual growth for past 3 years
• Mentioned flexible work hours, but later said core hours are 9-5
• Promised quarterly bonuses based on performance”

5. Trust Your Instincts: Your intuition is often based on subconscious processing of verbal and non-verbal cues. If something feels off, pay attention to that feeling. Look for signs of discomfort or evasiveness in the interviewer’s body language or tone. However, balance this with objective evidence to avoid jumping to conclusions based solely on gut feelings. Example:

   • Interviewer: Avoids eye contact and fidgets “Our turnover rate is… um… very low. People love working here.”
   • Your internal dialogue: “Their body language and hesitation suggest they might be uncomfortable with this topic. I should look into this further if I proceed with this opportunity.”

6. Consider the Big Picture: Is this a minor inconsistency or a major red flag? Evaluate the overall impression you’re getting from the interview and the company, weighing any potential dishonesty against the other aspects of the job opportunity. Consider factors such as career growth, company culture, compensation, and alignment with your personal goals. Example:

   • Reflection after the interview: “The interviewer seemed to exaggerate the company’s market position, but the role itself aligns perfectly with my career goals. The team seemed genuine and passionate about their work. I’ll need to research the company’s actual market standing to make an informed decision.”

7. Be Prepared to Walk Away: Remember that you have agency in the job search process. If you encounter significant dishonesty or feel that the company’s values don’t align with yours, it’s okay to withdraw your application. Prepare a polite and professional way to decline further consideration if necessary. Example:

   • Email to the hiring manager: “Thank you for considering me for the [Position] role at [Company]. After careful consideration and reflection on our discussions, I’ve decided to withdraw my application at this time. I appreciate the opportunity to learn about your organization and wish you the best in your search for the right candidate.”

Frequently Asked Questions (FAQs) on Telling if Your Interviewer is Lying

Why do interviewers lie?

Interviewers may misrepresent information due to pressure to fill positions, limited knowledge, to protect the company image, or to avoid difficult conversations. While most strive for honesty, these factors can lead to unintentional misrepresentations or omissions. Understanding these motivations helps candidates navigate the interview process more effectively.

How do I tell if an interviewer is lying?

Spot potential dishonesty by watching for vague answers, inconsistent body language, reluctance to provide details, overselling of opportunities, avoidance of salary discussions, and conflicting information across interviews. While these signs don’t always indicate lying, they warrant further investigation. Ask follow-up questions and seek clarification to ensure you have accurate information about the position and company.

Are all interviewers liars?

Absolutely not! Most are honest professionals trying to find the best fit for their team. But like in any field, there are always a few bad apples.

What if I call out a lie and I’m wrong?

That’s why we recommend asking for clarification rather than making accusations. It gives the interviewer a chance to explain and saves you from an awkward situation if you’ve misunderstood.

Can I report an interviewer for lying?

If you have clear evidence of intentional deception, you could consider reporting it to the company’s HR department. However, tread carefully—this could impact your future opportunities with that company.

How can I protect myself from interviewer lies?

Do your research! Check company reviews on sites like Glassdoor, network with current or former employees, and always get important details in writing.

The Lie-Free Takeaway List

Alright, job seekers, let’s recap our lie-detecting toolkit:

1. Watch out for email evasions and vague responses. Pay attention to patterns of indirect answers or avoidance of specific questions in email communications.

2. Listen for verbal cues during phone interviews. Be alert to changes in tone, pauses, or topic shifts when discussing important details.

3. Pay attention to body language inconsistencies in person. Look for mismatches between verbal and non-verbal communication during face-to-face interviews.

4. Be wary of overly vague job descriptions. Press for specific details about the role, team structure, and hiring timeline.

5. Stay alert during salary discussions. Be direct about compensation expectations and watch for evasion or deflection.

6. Question overhyped company culture claims. Dig deeper into claims about company culture with specific questions about work-life balance, employee turnover, and team activities.

7. Dig deeper into promises of future growth. Request concrete examples of career progression within the company and specific timelines for advancement.

The common thread? Trust your instincts, ask smart questions, and don’t be afraid to dig deeper if something seems off.

Keep these tips in mind and you’re already one step ahead in your job search! Looking to expedite that search even more? Check out our in-depth guide on how to get a job you really want—from resume to interview!