The supervisor job went to an intern

A 21-year-old summer intern with no degree and just three months of shadowing experience was hired as supervisor over qualified applicants with years of experience.

“She is only 21, still in college, has no degree, and her only experience in this field is shadowing just one of our managers for three months.”

The job required a degree and two years supervising

The position explicitly asked for a bachelor's degree or equivalent, plus at least two years of supervisory experience. The new hire had neither.

HR claimed she had more supervisory experience

During the rejection meeting, HR told the letter writer that the intern had more supervisory experience than any applicant. This was false.

The manager helped fake her resume

The manager who mentored the intern helped her beef up her resume after HR initially rejected her application. He then secretly pushed her through the hiring process.

“the manager she shadowed helped her beef up her resume after HR initially rejected her as an applicant at her screening.”

The manager is smitten with her

It's become clear the manager has romantic feelings for the intern. He encouraged other applicants to apply while secretly championing her candidacy.

“the manager is smitten with her, and while he actively encouraged us to apply, he was secretly pushing her through.”

This situation will likely fail

The new supervisor will struggle to earn respect from peers who know she's unqualified. Coworkers are already suspicious and angry, making her job nearly impossible.

“It will be hard for her to build the respect a supervisor needs.”

There's a retaliation risk for her too

If the intern rejects the manager's romantic advances, he could undermine her authority or get her fired. She's in a vulnerable position.

“if the manager expects a relationship and she rejects him, he could undermine her or get her fired.”

Consider transferring teams

If you suspect favoritism is widespread in your organization, look for another job entirely. If you stay, at least explore transferring to a different team.

Report to HR leadership

Request a meeting with the head of HR, not the person involved in this hire. Express concern about favoritism in hiring and promotions without expecting the decision to be reversed.

Keep your expectations low

HR likely won't reverse the hire, but reporting could alert them to the manager's behavior and prompt better hiring transparency. Ask for confidentiality but don't count on it.

Document everything carefully

Keep dated, detailed notes of observations and conversations on your personal devices. This creates a record if the manager's behavior escalates or becomes retaliatory.

“Document your observations and conversations with dated and detailed notes that you save on your personal devices.”

Favoritism isn't illegal

Labor laws don't generally prohibit favoritism or nepotism in hiring. You'll need evidence of a pattern or retaliation to have legal grounds.

“his behavior doesn't seem to violate labor laws, which don't generally prohibit favoritism or nepotism.”

Watch for retaliation

If you see a pattern of misconduct or experience any retaliation for speaking up, consult a lawyer immediately. That crosses into illegal territory.

“if you sense any retaliation, lawyer up immediately.”

HR may be incompetent or complicit

Either HR was fooled by the fake resume, or they allowed the favoritism to happen. Either way, they failed to protect the integrity of the hiring process.

“HR either got snowed, in which case they're incompetent, or they allowed it to happen, in which case they're unethical as well as incompetent.”

This reflects on your manager's judgment

A manager you trusted for years has shown he thinks little of his experienced team. He prioritized a personal connection over fairness and competence.

“this man relied on for years as a very good manager, actually thinks so little of any of us that he'll lie to HR.”