She had been with the company since 2023 — internships, then part-time work, then full-time. Three months ago she applied for an internal role, and early in the process she was told her time with the company was enough to be considered. It was, they said, enough to interview.
She went through the whole process. She got the job. She negotiated the offer, accepted it, and began preparing to move to the new team. Her incoming manager had already emailed to ask what equipment she needed. A “welcome to the team” meeting stood on the calendar for Monday.
Then HR called. They were retracting the offer, they said, because they had calculated her time with the company incorrectly — and she did not meet the two-year experience requirement.
The timing was stranger still. A couple of days earlier she had told her current manager she was leaving, and in that conversation the manager said she did not think she was qualified for the new role.
Her employment history had been on file the entire time. She wrote to HR asking how her time had been counted before, how it was being counted now, how much credited time she had, what the role actually required — and why none of this surfaced until after the offer was accepted.