Csdrhrt

Meet her for a coffee. (If you're a guy, mention that it's to talk about her career and meet her in a totally non-romantic setting, otherwise she might get scared you are interested in her romantically).

During a 1:1 conversation there are plenty of ways you can say something without saying anything that could cost you your job:

• ask her about her plans - when she says she's applying, stress that you will be happy to provide references


• mention that a job in your company is also an option, that you were happy with her, but imply that many changes are coming... The culture is something that not everybody likes and her new boss has a management style very different to yours.


• stress that she should think it over and that you won't take offence if she rejects the offer.

It's a lot about your tone.

You shouldn't say too much but if she's smart she will understand.

Referring to the previous answer: yes, you need to stay loyal to your company. But if the company is really so bad, the woman would quit quickly anyways. So it is in the interest of the company for you to let her know what she can expect.

Sounds to me like you don't owe this company any particular allegience -- the key to being ethical with this is separate your business responsibilities from your personal obligation not to harm this person.

Send the intern the offer from your corporate email with no comment on its desirability one way or the other.

Then phone the intern/meet in person on your own time and give her your thoughts on the company as an impartial human being.

She is then free to make up her own mind about what to do.

I'm considering making the offer while privately advising her to
decline it. Are there any ethical, legal, etc. implications that I
should be aware of? Or any reason not to do this?

Your boss told you to make the offer, and you acknowledge that she deserves the offer. Thus, you have to do it.

If she asks you about the offer or company, you can carefully disclose some of your feelings while still making it clear that this is solely her decision to make. And you can offer to be a great reference for her if this offer isn't what she is looking for.

Remember, she may not share your feelings about the company and manager. And while it's not what you want, it may still be what she wants.

Advice could be problematic; informed consent is not. Present her with the offer, as well as the relevant information that she needs to make an informed decision. The offer is not only for a position with a particular compensation package, it is for an employment relationship with the company. Like any relationship, there are not only benefits, but liabilities and responsibilities. She needs to be made aware of the reasons that underlie your desire to recommend against taking the position, and then leave her to make her own decision. As part of this, highlight things that she may otherwise overlook, such as the fact that in her role as an intern, she has been insulated from some of the less palatable aspects of working there, as well as the fact that her work experience and her exemplary performance would qualify her to work at any number of other employers, and that it’s always wise to assess multiple offers rather than accepting the first opportunity that presents itself. Also stress that you’d be happy to serve as a reference not only for this role, but for any role outside of the company.

Once you have laid all of your cards on the table, the decision to accept or reject the offer will truly be her decision, which she will be able to make with eyes wide open. She may choose to take the job and regret it. But if she does, it will be her choice and her learning experience. Unless you give her the relevant information, you’re depriving her of that opportunity to decide for herself. I appreciate your desire to go to bat for her. You just need to do so in a way that is equitable for all parties concerned. As long as you stick to the facts, you should be fine.

One major reason not to do this is: what if she accepts the offer, despite your warnings?

You are now in a very awkward position: your junior is now in a position to blackmail you. This is especially important as you are considering jumping ship: your reputation capital gained at your current firm is at its most valuable.

Regardless of whether the moral thing to do is telling the excellent former intern that your company is toxic and destined for the corporate dustbin , you are now putting your own career in jeopardy.

A missed opportunity is a relatively minor thing early on in your career. Later on, being seen to act against your employer's interests and in a matter that is entirely work related... well, that's a line on your CV that you don't want.

Attorneys are qualified to give moral, legal and financial advice. Those are good headings under which to analyse this decision.

Morally - telling her the lay of the land is absolutely the correct thing to do. (Companies' personalities are a legal fiction and you owe them no moral loyalty - pay them no heed when considering right and wrong.)

Legally - regardless of whether or not you are doing the company legal damage (and you probably are - tortious interference is the first thing that comes to mind), if your current company were to sue you on any grounds, it wouldn't be hard for a good attorney to find some pretext to introduce this situation into evidence to (correctly) portray you as disloyal. (This is particularly bad if you are in a jurisdiction where a jury is the trier of fact in civil cases.) So, while nothing will probably come of this, legally, you're doing yourself no favours at all by telling the intern how things are.

Financially, there's no upside. Only potential downside. Grim as it is, your intern is a nobody and gaining her favour and gratitude gives you nothing tangible. (The keys to the Kingdom of Heaven don't figure on any balance sheets.)

So, no attorney could tell you it was in your best interest to do this. Probably, you'd get away with it, and nothing would happen, other than you would get a warm glow from having gained the gratitude of the former intern. However, if this whole thing went wrong, it would probably go wrong very badly for you.

To repeat: only downside.

It's your life you're talking about, more than hers, and prudence and discretion should be your watchwords.

By telling the intern how things are you aren't just being honest: you're asking her for her confidence, and that is by no means a given. A particularly mercenary and ambitious personality might even smell an opportunity in your indiscretion.

I can completely understand how someone might nevertheless want to go ahead and warn the intern despite this advice; nevertheless, doing so is not the sensible and considered thing to do.

You should not do this.

As long as you work for the company, your allegiance and responsibility is to the company and not a potential future employee. You are free to decide for yourself whether to stay or go, but you should not be trying to keep the intern from joining the company. From your own review, she is a potentially valuable employee for the company and you would be actively trying to harm the company.

While I can't speak to specific legal concerns, I would expect in any country that actively trying to damage the future of the company is a fire-able offense at a minimum.

If this other Manager is as bad as you make them out to be, I recommend that you:

1. Make sure she is aware that this other Manager is going to be managing her and that their style may be different to yours.


2. Try to arrange for her to meet with this other Manager in person, before deciding whether to accept.

If she meets with the other Manager, then it may help her to get a better feel for what they are like, and whether they are someone that she can work with. If it was me, I would definitely want to meet with a prospective new Manager first, to make sure the 'personality fit' is right, because the relationship you have with your direct Manager is so important.

Otherwise, I agree with the other answers that recommend meeting her informally to discuss the situation. Don't advise her not to take it, but try to make sure she has enough information to be able to make an informed decision. The decision has to be hers. Even if that other Manager is difficult to work with, she might decide it would be good to work there for 6 months to a year, just to get their name on her resume, which is fair enough.

Helping her to make an informed decision is not, in my opinion, contrary to the interests of the company. It would not be in the interests of the company, if she leaves after 2 months because she didn't realize what she was getting herself into.

I'm personally in the midst of looking for other opportunities. And the person she would report to (even if I were to stay) is an absolute nightmare to work with (I was able to keep him at a distance during the internship).

Only you know the extent of this would-be manager's abusiveness, but given that you deliberately shielded your intern from him, my instincts suggest he is quite bad indeed.

If giving her direct advice to reject the offer would spare her months or even years of abuse and would not constitute a worse roadblock in her career (perhaps offer her your recommendation to another job), then it is the company's problem that they keep so toxic a person in their employ. It might even save the company a lawsuit down the line, depending again on the manager's misbehavior.

Do, then, what the other answers suggest: give her the offer as is required by your job duties, and then (on your own time) give her all the objective, legal-to-divulge information she would need to make an informed decision. In particular, it sounds like you will need to tell her about this manager since she doesn't have any information about him already.

I think the ethical thing would be to resign or at the very least ask somebody else to handle the hiring negotiations and process. You should not be in a position of trust while actively considering what is essentially sabotage, as much as I commend your protectiveness.

Your only responsibility is to make sure she gets enough information to make an informed decision.

We are talking here about a person who has already worked an internship at your company. She didn't work for Manager X but it's a 12-person company, I find it hard to believe that she knows nothing about him. At the maximum, try to broker a meeting between her and her prospective new manager prior to the offer.

You need to realize that

1. You may be burned out and being overly bitter. Apparently a bunch of other folks work at the company and haven't fled screaming. You are likely projecting your own dissatisfaction about random "inside baseball" decisions on a new grad that just wants some good experience coding and a good-looking resume line item of working for a startup. There is nothing "ethical" about spreading your negativity to someone else.




2. Anything beyond openly discussing with the team that you think the role might not be a good fit for her is direct sabotage of your company. You seem to feel that no one should come work there because it's so bad. You should be looking for other opportunities instead of sabotaging them. As a hiring manager, if I found someone on my team had told a candidate "don't come here this company is dysfunctional," they would immediately be fired for cause.

There's probably something in your contract that expressly forbids this sort of thing; even if there isn't, this probably wouldn't look great for you to be doing.

That said, there is a difference between making an offer and recommending the offer, and that's in presentation. You could go into the meeting and say "hey, you got the offer! Good job! Here's the contents of the offer. I think it's really great because XYZ". You could also go into the meeting and say "We have decided to present you an offer. The contents of the offer are XYZ. Please let us know your decision." One statement of the offer obviously plays up the offer and makes it more attractive to take. The other one doesn't. (IANAL) You are probably obligated only to present the offer, but not to be energetic about it, so just don't.