My mom once convinced a store manager to interview me for a part-time job as a retail sales associate. I showed up to the interview solo and landed the job. As it turns out, my story isn’t unique.
Gen Z’s parents are getting involved in their job search, doing everything from writing resumes to negotiating job offers. Before you judge this generation for needing help with their careers, consider a recent survey that found 55% of Gen Z workers would feel embarrassed or upset if their parent contacted their boss without their knowledge. “This tells us that many young professionals value support, but also value autonomy and having limits on how much their parents are involved,” Jasmine Escalera, a career expert at Zety, told HuffPost.
As early career professionals, Gen Zers haven’t had much time to develop a professional network. “And there’s a big difference between a parent providing mentorship, guidance and career support behind the scenes and one who steps into the hiring process and tries to manage it for their child,” she said.
Along with a highly competitive job market, this generation is navigating uncertainty surrounding AI and what this technology means for their career and future. They don’t know whether their jobs will exist in the next few years. Having people in their corner can help with building confidence and making connections. But are mom and dad actually helping?
We asked Escalera to weigh in on some real-life examples of parents getting involved in the job search. Here’s what she said about this trend and the current entry-level job culture.
Responses have been edited and condensed for clarity.
Parents Rejecting Their Child’s Rejection
What happened: “We used a formal scoring system to evaluate internship candidates, so applicants were assessed against the same criteria. On more than one occasion, a parent who held a senior position within the organization would contact the recruiting team after their child did not score high enough to move forward. They would question the result, push for the application to be reviewed again or otherwise advocate for their child. Sometimes, the pressure worked and leadership would allow candidates to receive additional consideration.” — Anonymous job interviewer
Expert advice: In this example, the parent was crossing a boundary by trying to influence the outcome of the hiring process. “This is very different from a parent helping with a resume, making an introduction or offering career advice,” she said. Selection criteria are designed to filter out candidates who don’t have the skills and experience required of the role.
“Rejection is part of every job search. Learning how to assess the right opportunities for you and where you need to grow are skills that every young professional needs.” By interjecting, these parents are potentially setting their child up for failure if they were to get the role.
Parents Taking The Initiative
What happened: “A parent contacted me to introduce their Gen Z child and ask whether we had any suitable opportunities. They also helped them with their application and encouraged them to apply. I was open to the introduction, but from that point onward I asked to communicate directly with the candidate. I wanted to see their motivation and how independently they handled the process. They ultimately got the job. The parent’s involvement didn’t count against them because the candidate was able to take ownership once the process started.” — Jean-Christophe Thery, an art gallery founder
Expert advice: “This is a great example of what we would call healthy career co-piloting,” she said. In this example, the parent is providing early-stage support without encroaching on their child’s independence. Often, parents have professional networks, experience or knowledge, and there’s nothing wrong with sharing those resources.
In addition, the employer established a healthy boundary. “They were open to the introduction, but from that point forward, communication needed to come directly from the candidate,” she said. The parent opened a door but allowed the candidate to walk through it themselves.
Heavy Supervision, But With Boundaries
What happened: “My dad has never come to an interview with me, but he is heavily involved in almost every other part of my career and job search process. He helps me write resumes and prepare for interviews, and is someone I often go to when I’m making career decisions. Although I knew it was a little unusual, having him there made me feel more comfortable, and I did end up getting the job. I work in the music industry, so my career is unconventional compared to a more traditional 9-to-5 path and having a parent who is actively involved and supportive has been really valuable.” — El Brownn, a producer and A&R executive
Expert advice: “This is another great example of helpful parental support happening on the sidelines,” she said. “The job candidate is turning to their parent for advice and support in an industry that is challenging to navigate.” This is a healthy dynamic because the parent is not inserting themselves into the job search.
“Gen Zers do want support, but they want it with boundaries,” she said. They want their parent to be present and available without taking over their job search.
Mom Showing Up To The Actual Meeting... And Answering All The Questions
What happened: “I once had a mother reach out to help her daughter, a recent college graduate who was struggling in her job search. I was completely fine with the mother reaching out initially. But when it came time for a coaching call, the mother ended up on the call and answered nearly every question before her daughter could respond. I eventually had to tell her that I needed to speak with her daughter directly for this to work. The mother was looking for a fix, but the daughter needed to want the change for herself.” — Melanie Mitchell Wexler, a career coach and job search expert
Expert advice: “If your child is struggling, connecting them with a coach is incredibly valuable,” she said. “But the problem comes when the parent inserts themselves into the coaching process and doesn’t give their child the opportunity to participate independently and develop their own voice.” Young professionals need practice with talking to employers and answering interview questions.
In addition, they need to know what it’s like to struggle to find the right words and recover from that. “Career coaching gives them a space to practice those skills, make mistakes, and get feedback,” she said. “If a coach can’t work directly with the candidate, it takes away the whole reason for hiring a coach.”
Parents Intervening In The Selection Process
What happened: “After a candidate had progressed through the early stages of hiring, their parent reached out to discuss the interview. The parent tried to clarify the candidate’s availability and speak for them about their interest in the role. I kept the conversation polite but made it clear that all further communication needed to come from the applicant. Having a parent step in naturally raised concerns about independence. The candidate did contact us afterward, but the incident became a factor in our overall assessment. We ultimately decided not to move forward with the hire.” — Tsvetelina Nasteva, an HR manager and talent acquisition specialist
Expert advice: “This is another example of a parent overstepping,” she said. Their actions raised red flags about whether the candidate could independently navigate not just the hiring process, but the role as well. Ultimately, this ended up harming the job candidate. A better approach would have been to offer their child advice on when and how to follow up after a job interview.
Parental Networking
What happened: “When I graduated, I had a job lined up. Unfortunately, I realized the job wasn’t what I had signed up for and decided to leave. Suddenly, I was a new college graduate trying to figure out what came next, and job searching was much harder than I expected. That’s where my dad stepped in by passing my resume to someone he knew. But I also realized that I had to use my own network. I started messaging people, making calls, setting up meetings, and reconnecting with people from previous internships and political work. That eventually paid off. I ended up getting the opportunity to work with incredibly bright people on issues I genuinely care about.” — Ashleigh Ewald, a second-year master of science in public policy student at Georgia Tech and a Gen Z commentator
Expert advice: This is an example of how someone can take responsibility for their career when they have healthy parental support. “The father used his network to make a connection and potentially open a door, but he didn’t take over the process,” she said. At the same time, the candidate showed initiative by reaching out and building her own professional network.
Sending A Thank-You Note On Their Child’s Behalf... But It Doesn’t End There
What happened: “The candidate came in and interviewed. When the parent hadn’t heard back for a few days, not only did they send a thank-you note on their child’s behalf, but they also started calling and asking about the job. I told them that this isn’t something I can speak to them about. And I remember the parent getting a little upset, wanting to know how their child did at the interview. That individual did not get the job. And the parent called to find out why, which is definitely not something that you’re required to disclose, even to the candidate.” — Vanessa Matsis-McCready, associate general counsel and VP of HR services at Engage PEO
Expert advice: “A parent may think they are advocating for their child, but once they enter into the hiring process, their behavior can become part of how an employer evaluates their child’s behavior,” she said. Applying for jobs comes with a lot of waiting and uncertainty. Learning how to sit in that discomfort and when to follow up with a potential employer are processes that every candidate has to learn, especially early on, she said. Parents also have to sit with the same discomfort.