Candidates ask us all the time whether they should list an end date after a layoff or leave their resume and LinkedIn profiles as “present.” Since we’re in the advisor seat, we have to help them think through it.

If they received severance, the answer is simple. They are still being paid by the company, so “current” or “present” is accurate. The employment relationship hasn’t fully ended, the checks are still coming, and there’s no ethical gray area.

When there’s no severance, things get trickier. Keeping the role listed as “present” does increase their odds of landing an interview. Like it or not, hiring managers treat unemployed candidates differently. The bias is real, not rational. Employed candidates get the benefit of the doubt, and unemployed candidates often start in a defensive position.

The question becomes whether starting with “present” feels like a lie. If it does, that’s a red line. You don’t want a candidate beginning a new professional relationship with something that could blow up the moment someone checks dates.

My recommendation is simple: leave it as “present,” and coach the candidate to explain it during the interview. A straightforward line like, “I hadn’t updated that section yet, I’m happy to send you an updated version,” is honest, non-defensive, and keeps the conversation moving. Nothing in that statement is untrue, and it avoids sabotaging their chances before they get in the door.

Could some hiring managers feel misled? It’s possible. Others won’t care at all. You can’t predict the reaction, and that’s part of the risk.

This is where your own ethics matter. If this strategy feels dishonest to you, don’t recommend it. You should never cross your own boundaries to make a placement happen.

The real role we play here is advisor, not decision-maker. Lay out the trade-offs clearly and let the candidate choose the path they can live with. For example:

Some candidates leave it as ‘present’ and clarify in the interview. The upside is more interviews. The downside is the small chance someone feels misled. Others add the end date immediately. The upside is full transparency. The downside is fewer interviews. Which approach fits you better?

No judgment, no pressure.

There’s no perfect answer. Some candidates value transparency above all else. Others prioritize strategy because they need to secure a job quickly. Both choices are valid, both have consequences, and your job is to support them fully once they choose their path.

That’s what real advisors do.