Here's what happened next:

The VP of HR called me. She is,of course, a very professional and polite person. She knew the story because she had been included in the correspondence. Finally! I was talking to a professional adult. Things were looking up.

I didn't want to rehash the story, so basically I decided to ask if she would still like to hire EXEC3. I wanted to focus on something positive, and bring a happy conclusion to the mess. We contacted the candidate, and he was still interested in the job.

The VP was confused. Hadn't he turned down the offer? So, I filled her in again. She of course, didn't believe anything I said about her HRH. (Human Resource Horror)

I asked the VP:  What's the HRH closing ratio?  Her answer:  All of them. All of them? Her answer tells me that she doesn't know the HRH closing ratio. Nobody gets 'all of them', especially when she just lost two of mine.

Then, VP says to me, I don't know if we still want the candidate (it was a whole 4 days since the offer). She went on to tell me that she would ask HRH the next day and get back to me.

ASK THE HRH!  I'm not making this up.

I mentioned that I felt that HRH would kill it. I also reminded the VP that the candidate wouldn't report to HRH, it wasn't HRH's decision to make. I implored her to ask the CEO (direct report). I also reminded her not to blame the victim (the candidate) he just wanted a day to think. She agreed. Of course she wouldn't blame the candidate. Who would do that?

I felt good about the talk, I felt that even if they didn't retrain HRH, at least we could squeeze one hire out of this expensive recruiting exercise. I expected that the company would want the EXEC. Nothing changed, and this had nothing to do with the EXEC.

Today, I received the following e-mail from the VP:

... I have further researched the situation with the EXEC candidate for XXXXXX. In speaking with HRH and the Finance people that spoke to him, they all made it clear to him early in the process what the salary would be for that position and that there would be no negotiation on that front. The division has decided to move forward with other candidates at this time...

My reply:

He didn't get an offer on Monday. On Wednesday, HRH gave him the offer and, not a day to think. There is no dispute that the salary was discussed with him. There is no dispute.

The dispute is that he wants the job. HRH wouldn't let him think about it for a day. He was not given an offer on Monday. Why don't you call and ask him? Call him, and ask him. He did not get an offer, and yes he knew how much he would be paid. HRH killed it.

If you can't see that, it's amazing.

I honestly can't believe the decision making process. I told you that if you asked HRH, she would kill it. I told you not to make the candidate the bad party, and you did. This is incredible. I still can't believe that you turned the candidate into the culprit. HRH is off scott free.

Who in your company has the courage to call the candidate and ask him? Ask him. HRH lied. And, yes, people lie. It's part of life. I would have respected HRH had she said, OOOPS! My mistake. But instead she told you that she made the offer on Monday. Find out the truth for yourself.

Had you told me that you weren't going to hire him because you didn't want to cause a stir, or confront your recruiter, HRH, I would have understood the decision, but to blame the candidate? Are you kidding?

It's OVER

I'm glad to be rid of the client. What a nightmare. HRH is a coward, and lies. Her boss doesn't care if she lies, and doesn't want to know the truth. What VP acts like that? Who would give an HR staff member this much latitude? I sent my response, and I'm shaking it off. We are scheduling the candidate for interviews with a better company.

They say that companies hire in their own image. Jerks hire jerks. Cowards hire cowards. Go figure.