A former Google recruiter reveals the "shocking" job interview mistakes that led him to rescind offers—he has only done it 3 times.

Although rare, rescinding a job offer can occur. In my 13 years of recruiting, I have only done it three times.

The main issue was that the candidates' negotiation tactics were not in line with the company culture, which would have been detrimental to the team we wanted them to join.

As a former Google recruiter and CEO of staffing firm Continuum, I have identified the surprising warning signs that led me to withdraw job offers.

1. They acted like an entitled jerk

During interviews, hiring managers not only assess your experience and skills but also evaluate your professional conduct.

After inviting the candidate back for additional questions, we discovered that they exhibited questionable and off-putting behavior during the interview.

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The next day, we rescinded the offer after they returned to the office and were extremely rude to our front desk personnel, left trash on the table, and came off as disrespectful to the hiring manager.

Be mindful that you are constantly being assessed, even after receiving a job offer. Always exhibit respect towards all individuals you encounter during and following the recruitment process.

2. They responded way too slowly

It's important to show enthusiasm and commitment when receiving an offer, but avoid taking too long to respond.

We extended an offer to a candidate, but they took three days to respond. They negotiated for a higher salary, and we countered with a best-and-final offer. The candidate then took an additional four days to respond.

We pulled the offer because we were concerned about their communication style.

It's crucial to respond to a job interview promptly within 24 hours. If you require additional time, send a brief and professional message explaining your reasons. This is known as a "no update, update" email, and it's especially important when the conversation is challenging.

Reducing time between responses for tough conversations is always the better approach.

3. They asked for an outrageous salary

A recruiting team will view asking for 40% to 100% more than the initial offer as a warning sign.

We rescinded the offer to an entry-level candidate who requested an unreasonable salary without any supporting data. It was evident that the candidate did not conduct any research.

To succeed in a job interview, it's crucial to be reasonable and knowledgeable. Before making any demands, assess the company's expectations and gather relevant data, such as from FairComp, to support your request.

Generally, requesting a 10% to 20% increase is considered safe and realistic.

Nolan Church, founder and CEO of Continuum, was previously the Chief People Officer at Carta, where he hired over 1,000 employees. He was employee number 50 at DoorDash, where he led recruiting and hired 800 people in three years. He began his recruiting career at Google.

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