Whether intentional or not, we’re all guilty of it. Managers, employees, job seekers - breadcrumbing in the workplace is happening all around us, and chances are, you’ve done it too.
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In today’s workplace, breadcrumbing isn’t just a tactic - it’s a survival skill.
From unfulfilled promotion promises to endless interview rounds, breadcrumbing has seeped into every layer of our professional lives.
So, what exactly is breadcrumbing and are you doing it without realising it?
What is breadcrumbing at work?
Breadcrumbing is a modern, popular culture term for what psychologists call intermittent reinforcement, which is one of the strongest ways to keep someone interested and on the hook.
Back in 2019, a BBC article claimed that it originated from the reality TV series Love Island.
“Breadcrumbing is when you leave little bits of bread for someone. It’s a way of saying when you lead someone on,” explained the show’s host Caroline Flack.
In a romantic context, it means giving a current or prospective partner just enough to keep them interested and give them hope, but never agreeing to any kind of solid commitment.
The same applies to breadcrumbing at work, where a company, employee, or job seeker will give just enough time, attention, or talk to suggest they are totally interested and committed but they never actually follow through on their words.
Why breadcrumbing works
So why do so many people find themselves at the mercy of breadcrumbers?
You may be thinking that you wouldn’t be so naïve and get caught - but hold that thought.
The truth is that we are hard wired to respond to these tactics.
Coined by the psychologist B.F. Skinner, intermittent reinforcement is the practice of delivering rewards inconsistently or unpredictably which is, quite literally, addictive.
Here are a few examples.
Slot machines, pokies, and arcades
Why do you think slot machine manufacturers ensure that every so often players receive small wins?
It’s because if you never won, you would stop playing.
Thinking you have a real chance of winning keeps you going and there is a huge industry built around providing the right triggers of lights and music to enhance this experience.
The same goes for most other gambling operators.
For example, lottery organisations ensure punters have small wins of a few dollars here and there to ensure they stay hooked for ‘the big one’ – and commit hundreds of dollars a year in pursuit of this.
Social Media
Why are so many people addicted to social media? It’s because of the hit you get from the unpredictability of likes and notifications.
According to Addiction Help, social media addiction can disrupt the way your brain manages dopamine, a neurotransmitter involved with feelings of pleasure.
Platforms encourage endless scrolling, impulsive behaviours, and the need for instant gratification.
We all know we spend too much time on social media – but we all go back for more to get that feel good hit.
Collectables
Scouring markets, garage sales, and second-hand furniture shops is a grown-up treasure hunt.
You don’t always find what you’re looking for, but the thrill of occasionally stumbling across a valuable item is enough to keep you hooked.
Even watching other people’s unpredictable wins is addictive.
For example, Pat Flynn has a YouTube channel called Deep Pocket Monster which is all about collecting Pokémon cards.
Many videos are simply of him opening packs of cards to see if he gets lucky with what’s inside.
Find this strange?
Well, 1.04M people would disagree with you because that is his current subscriber count.
Relationships
And of course, there are those destructive on off relationships you tell your best friend to end.
Whether they are online or in real life, they keep going back for more despite being badly treated.
Unfortunately, playing hard to get does work.
The thrill of occasional love, affection and good times is intoxicating.
This is because when a reward is predictable, our brains produce less and less dopamine each time we receive it.
The illusive is far more enticing than the obtainable.
So the ‘good guy’ is far less interesting than the ‘bad guy.’
But what has this got to do with work?
Why people breadcrumb at work
It could be argued that breadcrumbing is just a new word for an old behaviour.
Manipulating and stringing others along for a personal or organisational gain of some kind.
So, is breadcrumbing even a thing or just a buzz word doing the rounds?
The answer lies in the extent of the behaviour.
Our work persona is usually different to our personal persona because it is more formal and geared towards achievement and earning a living.
This means we are naturally looking out for ‘number one’.
However, if this behaviour is systemic and/or repeated, this falls in the category of breadcrumbing.
The motivation for this behaviour is also important.
Typically, there are three very different reasons, although they do overlap.
Ignorance, circumstances, and control.
Ignorance
The breadcrumber is making false promises to keep you engaged and hooked but they don’t know they are doing it.
For example, a mentor at work may tell you that you are in line for a promotion due to your increased performance and achievements, but it never happens.
In this case they are purely motivated to give you clear and honest feedback and build your confidence, but they are not in control of delivering the promotion and therefore the outcome.
Circumstances
The breadcrumber realises on some level they are keeping you hooked but have no choice due to circumstances.
For example, as a recruiter there are many occasions where clients ask me to ‘keep a candidate warm’ after an interview because they cannot make an immediate decision.
This could be because they have made an offer to their preferred candidate and they are waiting for their answer, or an internal applicant has become available, or some internal restructuring must be completed first.
All genuine and reasonable situations but nevertheless I cannot share this information due to confidentiality, so I need to keep the candidate hooked temporarily with the prospect that nothing may come of it.
But the key word here is temporarily – not weeks with intermittent contact because that would fall in the next category.
Control
Here the breadcrumber knows exactly what they are doing, and it is a consistent, systemised pattern of behaviour on a personal and/or organisational cultural level with the aim of controlling others.
Now this is a true breadcrumber, due to their motivation and intent.
Examples of this are toxic workplace cultures that adopt a fear based management style, companies that routinely advertise ghost jobs that don't exist, and job seekers that blatantly lie on their applications.
Examples of Breadcrumbing in the Workplace
So, what does this look like in the workplace?
Most people think of it as something that is done 'to them' by companies, but the truth is rather different.
Breadcrumbers can be companies, employers, and job seekers.
Breadcrumbing by employers
Endless Interview Process
Companies and recruiters that initially love bomb you, tell you that you are their ideal candidate, but then put you through extended rounds of interviews that never seem to end.
Empty Promotion Promises
Employers may promise career growth that never materialises, using phrases like “we’re working on it” or “just give it some more time.”
Vague Rewards for Goals
Encouraging employees with bonuses or perks if they “just hit that next milestone” - without any intention of defining or delivering those rewards
Constant Job Role Expansions
They may keep adding responsibilities without updating titles or salaries, hoping employees stay engaged with promises of “soon.”
Breadcrumbing by employees
Feigning Long-Term Commitment
Employees might imply they’re invested for the long haul while actively job searching, waiting to secure a better role.
Promising Skills Development
Some employees hint at learning new skills or certifications to advance but never actually follow through, hoping to keep their job without further accountability.
Withholding Full Effort
Another popular term 'presenteeism,' where an employee may “do just enough” to meet expectations, promising to improve performance “eventually,” all while maintaining a status quo that benefits them.
Breadcrumbing by job applicants
Job Shopping
Candidates may express high interest in a role while keeping other options open, stringing along potential employers just in case something better comes up.
Delaying Decisions
Some job seekers may stretch out their decision-making, requesting more time to consider offers, knowing they’re just waiting on other interviews.
Showcasing Unrealistic Flexibility
Applicants might oversell their adaptability or willingness to relocate, only to backpedal once an offer is on the table.
How to handle being breadcrumbed
If you now suspect you are being breadcrumbed, here are a few suggestions on what to do for each situation.
Being breadcrumbed by an employer
If you are at the recruitment stage and their behaviour suddenly changes, there may be many reasons why.
When you are interviewed, ask what their process is and how long it will take.
Then you can be realistic about when to hear back from them.
The last thing you want to do is send them an email complaining you haven’t heard when there is a genuine reason why they can’t tell you anything yet.
But, if you get no response, just move on.
However invested and positive you are about a role, you should always keep applications going until you have an offer.
Already an employee?
Again, first things first - don’t jump to conclusions.
A couple of reschedules or timeline shifts?
Not necessarily a red flag.
Life happens, priorities shift.
But if you’re constantly hearing “soon” or “when the time is right” with no concrete follow-up, you’re probably being breadcrumbed.
Here’s the reality.
Confronting a true breadcrumber head-on isn’t going to work.
People who are good at breadcrumbing are often pros at gaslighting too.
They’ll twist things around, make you question your own value, and before you know it, you’re the one apologising.
Not the game you want to play so make sure you don’t sign up for it.
So, what do you do?
If this behaviour seems to be part of the company culture, start planning your exit.
The sooner, the better.
And don’t fall for any “We don’t want to lose you” love-bombing nonsense - they’re just keeping you in place with empty words.
But if this is just one person who’s out of line, take a strategic approach.
Set up a meeting with HR or someone who has the power to actually influence your career path.
Be calm, collected, and stick to the facts:
Outline what you’re aiming for in your role, the specifics of what’s been discussed or committed to, and lay out the gap between promises and reality.
Ask for a concrete plan to get things back on track and set a specific date for a follow-up.
Don’t settle for breadcrumbs.
You want to grow, so don’t be afraid to call it out if that’s not happening.
Being breadcrumbed by an employee
Let’s say you’ve got employees hinting at big contributions or personal growth they’re going to make… “someday.”
They’re always about to step up, about to take on more, or about to finally deliver on those skills they’ve been promising to develop.
But somehow, the “follow-through” never seems to arrive.
Sound familiar?
If so, it’s time to take action.
Here’s what to do.
1. Call It Out – Directly
Let’s be real here.
If someone keeps leading you on with promises, they’re wasting your time and money.
Don’t dance around it.
In your next 1:1, bring it up directly.
“I’ve noticed we’ve talked about X, Y, and Z improvements for a while now, but I’m not seeing the progress I expected. Can we address this head-on?”
Don’t let them deflect - get them to commit to specifics or admit if they’re not as invested as they’re saying.
2. Set Clear, Non-Negotiable Timelines
Enough of the vague “I’ll get to it soon” or “next quarter, I’ll have time.”
Set concrete, non-negotiable deadlines for deliverables and improvements.
Not “someday” or “in the future” - but a date on the calendar.
And make sure they know what’s on the line. If they don’t deliver, there are consequences.
They need to feel the pressure to perform.
3. Measure Performance, Not Promises
Stop letting them skate by on intentions and start measuring outcomes.
Define what success looks like in real terms.
“If you say you’re developing leadership skills, that means leading a project by X date.
If you say you’re building expertise, I want to see it in the results of this quarter’s objectives.”
Make it clear that progress is measured by action and results, not aspirations and excuses.
4. Be Ready to Cut the Cord
Look, not every hire is a home run.
If someone is all talk and no action, and you’ve given them every opportunity to step up, it might be time to part ways.
The best teams are made up of people who are committed to growth, not just dangling promises to avoid real accountability.
If they’re breadcrumbing you to keep their seat warm, you need to be ready to replace them with someone who actually wants to work at your company.
5. Create a Culture of Accountability
Ultimately, breadcrumbing can’t survive in a culture that values results over rhetoric.
When your team knows that only real contributions count, you’ll see less of this behaviour.
Set the standard and reinforce it.
Accountability is the only way forward.
If you feel like you’re getting breadcrumbed, don’t wait around hoping they’ll eventually deliver.
Be proactive.
Set the bar high, measure the outcomes, and don’t be afraid to make a tough decision.
It’s better to have a team of doers than a group of people just hanging around, promising the moon while delivering scraps.
Being breadcrumbed by a job applicant
Alright, let’s talk about a frustrating (but all too real) scenario - job applicants breadcrumbing you, the company.
This is very common in competitive job markets where top candidates juggle multiple offers or just want to keep their options open.
They’ll lead you along, hinting at their interest and even moving forward in the interview process, but never actually committing.
Here’s how to spot it, and more importantly, how to shut it down.
1. Spot the Signs Early
If a candidate starts dragging their feet, giving you vague answers about timelines, or asking for “just one more week to decide,” take note.
Don’t brush it off as standard interview jitters - this could be a red flag.
Breadcrumbing often looks like delayed responses, hesitations around next steps, and lots of “still thinking things over” vibes.
Don’t wait until they’ve wasted your team’s time - spot it early.
2. Get Specific
One of the best ways to weed out breadcrumbers is to ask for clear, specific commitments.
Don’t leave it open-ended.
Instead of saying, “Let us know what you think after the final interview,” try, “We’d like to make a decision by Friday. Can we count on having your answer by then?”
This puts pressure on them to commit (or reveal that they’re just stringing you along).
3. Don’t Be Afraid to Walk Away
Here’s the hard truth - great candidates aren’t the only ones with options.
You have options, too.
If a candidate is breadcrumbing you, it’s time to seriously consider whether you even want them on the team.
A strong, committed applicant doesn’t hesitate - they want to make things happen.
So, if someone’s giving you lukewarm signals, don’t be afraid to walk away.
You want people who are all in, not people treating your company as a backup plan.
4. Maintain Leverage
One of the best ways to avoid being breadcrumbed is to keep a strong pipeline of candidates.
If you’re pinning all your hopes on one ‘perfect’ hire, it’s easier for them to string you along.
When you’ve got a bench of solid candidates, you’re in control.
You can easily let go of someone who’s hesitating and move forward with a more committed applicant.
Breadcrumbing only works when they feel they have the upper hand.
Flip the script by having other candidates ready to go.
5. Set the Standard & Respect Your Time
This one is huge.
Breadcrumbing only becomes a pattern if you let it.
Set clear expectations from the start - your time is valuable, and the company’s hiring process is intentional.
Don’t keep extending deadlines just because the candidate “needs more time.”
They either respect your process, or they don’t.
Let candidates know early on that you’re moving at a pace that respects everyone’s time, including theirs - and that delays could cost them the role.
6. Follow Up But Don’t Chase
Once you’ve set expectations, give them one follow-up, max.
This isn’t a game of tag where you chase them until they finally say yes.
One follow-up email saying, “Just checking if you had a chance to review our offer - we’re looking to move forward by X date,” is enough.
If they’re still not giving a clear answer, move on.
Remember, breadcrumbing wastes your time, and as a company, you can’t afford that.
The Bottom Line - respect goes both ways
If a candidate is stringing you along, it’s a clear sign of where their priorities lie - and that’s not with your company.
Don’t fall into the trap of ‘waiting it out’ just because they seem like a dream hire on paper.
Yes, as a recruiter, I know it’s hard when you feel you have the perfect fit for a role but you want people who respect your time and are as committed to joining your team as you are to hiring them.
Breadcrumbing goes both ways, and you’re not here to beg.
Move on to the next candidate, and watch as your hiring process becomes faster, smoother, and more productive.
And if you are the breadcrumber?
If you are an employer routinely breadcrumbing job applicants, word will get around not just by mouth but on social media too.
Remember, the new water coolers are TikTok and Glassdoor so be very careful.
And if you are consistently breadcrumbing your existing employees this will lead to mistrust, lower engagement, and high turnover.
When workers realise they’re being strung along, loyalty tanks.
They start looking elsewhere, which disrupts operations and drains resources on rehiring.
If you are an employee breadcrumbing your employer, again people talk.
You may think that offering your usual referee buddies will suffice but don’t forget the informal ones your managers will take up that may tell another story.
Your lack of commitment or follow through can backfire, harming your reputation and career trajectory in the long term.
And if you are a job seeker breadcrumbing potential employers, you are seriously risking your future credibility in the job market.
Delaying decisions and half-heartedly engaging with employers creates a reputation for unreliability, and in competitive industries, this could be the difference between landing a job or burning bridges.
Remember, hiring managers and recruiters use Applicant Tracking Systems or ATS.
We don’t just use them to store applications - we make notes too on behaviour.
If you string us along and ghost us today, we may not respond to you another time in the future when it's a job you really want or need.
So is breadcrumbing inevitable and acceptable at work?
Let’s not sugarcoat it.
Breadcrumbing at work is frustrating, manipulative, and leaves everyone feeling undervalued.
But sometimes, it can serve a purpose - if it’s handled with integrity.
Here’s the truth.
We’re fine breadcrumbing others if it helps us.
Job applicant keeping an offer on the table while waiting for something better? Why not.
Employer keeping a candidate on the hook while you wait to see if your first choice accepts an offer? Sensible.
Stringing along an employee to keep them engaged until you can secure budget? Sure.
But when the tables are turned? Oh, now it’s unfair.
The real question isn’t whether breadcrumbing happens - it does.
The question is, why is it happening?
If it’s circumstantial - like a company genuinely lacking resources or a job seeker navigating multiple offers - maybe, just maybe, it’s forgivable.
But if it’s about control - manipulating someone to stick around with empty promises - that’s a hard no.
It’s toxic and destroys trust faster than you can say, “We’ll revisit this next quarter.”
The solution?
Radical transparency.
Stop hiding behind vague timelines or promises you can’t keep.
If you’re the breadcrumber, own it.
“Here’s the situation, and this is what I can realistically offer right now.”
If you’re being breadcrumbed, call it out.
“What’s the timeline? What’s the plan? Let’s get real about what’s possible.”
Breadcrumbing might keep things afloat for a moment, but long-term?
It’s a losing game.
Nobody deserves to live off crumbs - not your employees, not your job candidates, and not you.
Choose clarity over control and watch how quickly respect (and results) follow.
