Decoding Nigerian HR Speak: 'We Will Get Back to You' and Other Lies

When you step out of an interview room in Lagos or Abuja, your head is usually spinning with hope. You spent your last thousand Naira on MTN data to research the company, and you sweated through your corporate shirt in traffic. But before you can even ask about the next steps, the HR manager smiles and drops the famous line.

The Art of Corporate Diplomacy in Nigeria

As a digital media professional who has studied the hiring landscape across Nigerian companies for years, I must tell you the truth. Nigerian HR departments rarely tell you a direct “No” to your face. They prefer to wrap rejection in professional sugarcoating to keep the peace and avoid drama.

When a recruiter at a top firm like GTBank, MTN, or Flutterwave tells you they will reach out, they are following a corporate script. They have to remain polite, even when they know your performance was a complete disaster. Understanding this corporate code will save you from sleepless nights and useless hope.

Do not waste your mental energy waiting for an email that is never going to drop. You need to decode the underlying message so you can pack your bags and move to the next application. Let us look at the most common lies Nigerian recruiters tell and what they actually mean.

The Deconstruction of “We Will Get Back to You”

This is the holy grail of Nigerian interview euphemisms. It is the phrase that keeps thousands of job seekers glued to their Gmail spam folders for weeks. If a recruiter says this and does not give a specific timeline, it is usually a polite rejection.

When a company like Monnify or OPay is genuinely excited about your profile, they do not leave you hanging in limbo. They will give you a concrete date or even invite you to the next stage before you leave the building. They know that top talent gets snapped up quickly in the Lagos tech ecosystem.

If they say “we will get back to you” after a rushed, fifteen-minute chat, do not hold your breath. It means you did not convince them, or they have already found their preferred candidate. Treat it as a sign to keep polishing your CV and applying elsewhere.

But here is a nuance that most people miss. Sometimes “we will get back to you” actually means the recruitment process is slow. In large organizations like Shell or Chevron, decisions go through multiple layers of approval. The HR manager might genuinely need two weeks to get sign-off from the department head. The difference is in their tone and body language. If the recruiter gives you a specific timeline and seems sincere, follow up professionally. If they avoid eye contact and rush you out, you already have your answer.

The Tragedy of Being “Overqualified”

You finished your interview, and you felt like you killed it. Then the HR manager looks at you with a sympathetic smile and says you are overqualified for the role. This is corporate speak for “we want your skills, but we do not have the money to pay for them.”

Many small businesses and startups want Shell-level expertise on a micro-business budget. They see your years of experience, your master’s degree, or your professional certifications and get scared. They know that if they hire you, you will leave the moment a better-paying offer comes along.

Instead of admitting their budget is small, they blame your high qualifications. It is a way of protecting their ego while turning you down. If you hear this, do not feel bad; it means your value is high, but you are shopping in the wrong market. Sometimes you can counter this by explicitly stating that you are interested in the role for specific non-monetary reasons — like work-life balance, industry transition, or location convenience. But honestly, if they have already decided you are too expensive, it is usually best to move on.

”We Are Looking for a Culture Fit”

When a startup tells you they want a dynamic candidate who fits their unique culture, you should be careful. In the Nigerian context, “culture fit” is often code for someone who will not complain when things get chaotic. It means they want someone who can tolerate messy operations and late nights.

They want a worker who will not ask for overtime pay when they work till 9 PM on a Friday. They want someone who will smile when the manager sends WhatsApp messages at midnight demanding a report. If you are someone who values strict work-life boundaries, you might not fit this “culture.”

A professional workplace respects your time and has structured processes. When culture is prioritized over structure, it usually means the operations are run on vibes and stress. Ask detailed questions about their daily workflows to understand what this culture really looks like. For example, ask them what time the last person typically leaves the office, or how often staff receive calls after 7 PM. Their answers will tell you everything.

”We Have a Flat Hierarchy” — The No-Boundaries Trap

This phrase sounds progressive on paper, but in the Nigerian corporate context, it often means something very different. When HR tells you the organization has a flat hierarchy, they are usually saying there are no layers of management to protect you from the CEO’s midnight WhatsApp messages.

In a properly structured flat organization like some tech startups at Flutterwave or Paystack, flat hierarchy means faster decision-making and more direct access to leadership. But in a disorganized company, it means the CEO manages everyone directly, there is no performance review structure, and promotions happen based on who is currently in the boss’s good books.

Ask clarifying questions: “How many people report directly to the CEO?” “What is the career progression path for someone in this role?” If they cannot give you a clear answer about advancement, the flat hierarchy is probably chaos disguised as modernity.

”We Are Looking for a Rockstar” — The One-Person Army Request

When a recruiter says they want a rockstar, they are usually looking for someone who can do the job of three people for the price of one. A “rockstar developer” is expected to write frontend code, manage backend servers, design the database, handle deployments, fix bugs at 2 AM, and sometimes answer customer support tickets.

In the Nigerian context, I have seen startups ask for a “marketing rockstar” who must run Google Ads, design graphics, write copy, manage social media, analyze data, and also handle business development. That is not a rockstar — that is an entire marketing department wrapped in one salary.

The appropriate response when you hear “rockstar” is to ask for a detailed breakdown of daily responsibilities and team structure. If the list of tasks is unreasonable for one person, you know exactly what you are walking into.

”Unlimited Time Off” — The Leave-That-No-One-Uses

This one has become popular among Nigerian tech startups trying to look like Silicon Valley companies. The concept sounds amazing — take as much leave as you want! But in practice, unlimited time off in Nigerian companies rarely works as advertised.

Here is the psychology behind it. When there is no set number of leave days, nobody wants to be the first person to take significant time off because they fear looking lazy. Employees end up taking fewer days than they would with a standard 21-day leave policy. Meanwhile, the company benefits because they do not have to pay out accrued but unused leave days when you resign.

Ask during the interview: “How many days did the team members take off last year on average?” If the answer is vague or uncomfortably low, the unlimited policy is a trap.

”Wear Many Hats” — The Understaffing Warning

In a legitimate early-stage startup, wearing many hats can be a fantastic learning opportunity. You get exposure to different aspects of the business and build skills far beyond your job description. But in a toxic workplace, “wear many hats” means they are understaffed and expect you to fill every gap without additional compensation.

The difference lies in whether the company acknowledges the extra load. A good employer will say something like, “We are a lean team right now, so you will occasionally help with X and Y, but we are planning to hire dedicated staff for those roles in the next quarter.” A bad employer will simply add responsibilities without discussion, as if your job description is an infinite document.

If you hear “wear many hats,” ask about team size, growth plans, and how performance is evaluated when your role keeps expanding. Their answers will tell you whether you are joining a growth opportunity or a burnout factory.

”Salary is Competitive”

If you ask about the salary during an interview and the recruiter says it is competitive, hide your wallet. In ninety percent of cases, a truly competitive salary would be proudly stated in the job advert to attract top talent. When it is hidden under this phrase, it is usually lower than the market average.

They want you to go through three rounds of interviews before they reveal the tiny package. They hope that by the time you realize the pay is poor, you will be too tired to say no. It is a classic negotiation tactic designed to wear down your resolve.

Always try to get a salary range before you commit to multiple interview stages. If they refuse to give a range, they are likely trying to underpay you. Do not let them waste your transport fare and your peace of mind. You can phrase it professionally: “I understand you may not have the final budget approved, but could you share the range you are working with so I can confirm we are aligned before we proceed further?” If they still avoid the question, you have your answer.

The Resume Archiving Myth: “We Will Keep Your CV on File”

This is the ultimate consolation prize for unsuccessful applicants. When they send you a rejection mail and tell you they will keep your details for future opportunities, do not believe it. Most HR databases are where resumes go to die.

When a new vacancy opens up at Access Bank or Zenith Bank, recruiters rarely search through their archive of past rejected applicants. They will simply write a new job description and publish it on Jobberman or LinkedIn. They want fresh candidates, not the ones they already rejected six months ago.

The only way to stay on their radar is to actively build your professional brand online. Keep optimizing your LinkedIn profile and networking with industry professionals. Do not rely on a recruiter’s promise to dig up your old CV from a digital graveyard.

Red Flags to Watch for in Job Adverts

To avoid hearing these phrases in the first place, you must learn to screen job descriptions. Certain phrases are immediate indicators of a toxic or underfunded workplace.

What They Write in the Advert	What It Actually Means
”Must be able to multitask”	You will do the work of three people for one salary.
”Fast-paced environment”	We are disorganized and everything is an emergency.
”Self-starter who needs no supervision”	There is no training, you are on your own.
”High emotional intelligence required”	The boss has a terrible temper and yells at staff.
”We work hard and play hard”	You will have no work-life balance, and the “play” is a quarterly party you will be too exhausted to enjoy.
”Growing startup with big dreams”	We have no funding, no structure, and you might not get paid next month.
”We are like a family”	You will be guilt-tripped into working extra hours and accepting poor conditions because “families help each other."
"No room for errors”	The work environment is high-pressure, and one mistake could get you sanctioned or fired.
”Must be able to work under pressure”	The workplace is permanently chaotic, and management has no interest in fixing the systems causing the pressure.
”We value loyalty”	They want you to stay for years without demanding raises or promotions.

If you see these warning signs, think twice before clicking the apply button. Your mental health is worth more than a stressful salary that barely covers your transport and internet data.

Additional Phrases Nigerians Should Watch Out For

Let me add a few more phrases that I have seen pop up frequently in the Nigerian job market over the past year.

“We have a flat hierarchy”: This sounds great until you realize it means the CEO will send you a direct message at 11 PM expecting an instant reply. In a properly structured organization, communication flows through managers who act as buffers. A flat hierarchy in the Nigerian context usually means there are no processes and everyone reports directly to the boss, including you.

“We are looking for a rockstar”: They want one person to do the job of an entire department. A rockstar developer is expected to write code, manage servers, design databases, handle deployments, and sometimes even answer support tickets. If they want a rockstar, they typically want to pay one salary for five roles.

“Unlimited time off”: This sounds luxurious, but in practice, no one in a Nigerian company with unlimited leave actually takes any because they are afraid of looking lazy. It is a psychological trick that saves the company from having to pay out accrued leave days when you resign. Companies like Flutterwave and some tech startups advertise this, but if you look closely at employee reviews on Glassdoor, you will see the real story.

“We work hard and play hard”: This is corporate code for “you will have no work-life balance.” The “play hard” part is an annual party that you will be too exhausted to enjoy. Meanwhile, you will be expected to respond to emails at midnight and work on Saturdays.

“Wear many hats”: Be careful with this one. In a legitimate startup at the growth stage, wearing many hats can be a great learning opportunity. But in a toxic workplace, it means they are understaffed and expect you to fill every gap without additional compensation. Ask specific questions about team size and workload distribution to tell the difference.

“We are like a startup, even though we have been around for ten years”: This means they have never matured past the chaos phase. They have no proper HR policies, no structured career progression, and you will probably not get a pension or HMO until you demand it repeatedly. Run.

How to Handle the HR Euphemisms Professionally

When you encounter these phrases, the best response is a polite but detached attitude. Do not argue with the recruiter or try to prove them wrong. Keep your responses brief, professional, and confident.

Here is a practical response framework for each scenario:

What They Say	What You Say Back	Why This Works
”We will get back to you."	"Thank you. Could you share a rough timeline for when I should expect to hear back?”	Forces them to commit to a timeframe. If they avoid, you know the score.
”You are overqualified."	"I appreciate your honesty. I am specifically interested in this role because it allows me to focus on [specific aspect of the job], which aligns with my career goals right now.”	Addresses their fear without challenging their ego.
”Salary is competitive."	"I understand budgets need to be finalized. Could you share the range you are working with so I can confirm we are aligned before we proceed further?”	Professional way to keep them from wasting your time.
”We will keep your CV on file."	"Thank you. I would appreciate that. Is there a specific recruiter I should connect with on LinkedIn to stay top of mind for future roles?”	Opens a back-channel to bypass the CV graveyard.

If they tell you that they will get back to you, reply with a simple thank you and ask for a specific timeline. If they fail to meet that timeline, send a single, polite follow-up email and then move on. Your time is too valuable to spend chasing people who do not value your skills.

The one-week rule: After an interview, if you have not heard back within seven business days, the answer is almost certainly no. Do not keep checking your email like a lovesick teenager waiting for a text message. Send one follow-up, and if there is no response within another week, archive the thread and move on. The job that is meant for you will not require you to chase it.

How to Turn Rejection into Opportunity

Here is a strategy that most Nigerian job seekers do not use. When you receive a rejection email, reply to it with grace and professionalism. Not to argue the decision, but to leave a positive lasting impression. A simple response like this can work wonders:

“Thank you for letting me know. I appreciate the opportunity to have interviewed with your team at [Company Name]. If there are any future roles that match my skills in [your field], I would be grateful to be considered. Wishing you and the team all the best.”

You would be surprised how often this small gesture pays off. Recruiters at companies like MTN, Flutterwave, and Access Bank remember candidates who handle rejection with class. When a similar role opens up three months later, your name surfaces because you left the door open rather than slamming it.

I have personally seen cases where candidates got hired weeks after a rejection because the preferred candidate fell through, and the HR team remembered the person who sent a gracious follow-up. Do not burn bridges — the Nigerian corporate world is smaller than you think.

Why Nigerian HR Departments Use These Phrases

Understanding the why behind the euphemisms helps you take them less personally. Nigerian HR managers are not trying to be cruel — they are navigating a complex cultural landscape. Direct rejection can lead to uncomfortable confrontations, emotional outbursts, or even connections complaining to powerful relatives. The euphemism is a protective shield for both sides.

Additionally, many HR departments in Nigeria are understaffed and under-resourced. The same recruiter handling your application might be managing fifty other open positions. They genuinely do not have time to write personalized rejection letters. The generic “we will keep your CV on file” email is often just a function of workload, not malice.

Knowing this context helps you depersonalize the rejection. It is not about your worth as a professional. It is about a system that is overwhelmed, underfunded, and trying to process thousands of applications with a team of three people.

Building Resilience Against Rejection

The most important skill you can develop in the Nigerian job market is emotional resilience. You will hear these phrases many times before you land the right role. The graduates who succeed are not the ones who never face rejection — they are the ones who process it quickly and move on to the next opportunity without losing momentum.

Build a system for yourself. Apply to a target number of jobs per week. Track your applications in a spreadsheet. Review your interview performance honestly and adjust. Treat every rejection as data, not as a verdict on your abilities.

Remember that recruitment is a numbers game, especially in the Nigerian job market. The more quality applications you submit, the higher your chances of finding a company that communicates transparently. Keep your head high, refine your approach, and continue searching until you get the offer you deserve.

For a complete guide on mastering the full interview process, check out our ultimate guide to job interviews in Nigeria. If you want to know what to wear to avoid making a bad first impression, read our guide on what to wear to a bank interview. And for understanding what skills can make you stand out, read our guide on hard vs soft skills on your CV.

If you are struggling with interview anxiety and self-doubt, our article on overcoming imposter syndrome as a Nigerian freelancer applies just as much to job interviews. And for those who want to master the art of telling their story, our guide on how to answer “tell me about yourself” gives you a structured framework that works in any Nigerian interview setting.