Explaining why you’re quitting a job can be tricky, especially if your plans change soon afterward.
Lilian Weng announced on Monday that she was leaving the AI startup she cofounded, Thinking Machines Lab, citing stress-related illness. “I don’t feel I’m able to continue at the pace a startup requires,” she wrote on X. “The amount of consistent stress and workload have pushed me beyond what my health can sustain physically.”
Two days later, OpenAI confirmed that Weng was rejoining the ChatGPT maker to lead a team focused on accelerating internal research. She had previously worked at the company from 2018 until late 2024.
It’s unclear when or why Weng decided to return to OpenAI, what she told Thinking Machines privately, or how the demands of her new role as an employee will compare with those of being a cofounder. She didn’t respond to a request for comment.
Even so, the abrupt sequence has put a spotlight on how much employees should disclose when they quit and the risks of offering an explanation that their next move might appear to contradict.
While it may cost little for someone of Weng’s stature in an industry battling for top talent to make such an abrupt pivot, communications and branding experts say the average worker could face career consequences if they get their messaging wrong.
“If you’re an expert in AI, you can really do whatever you want,” said Patrick R. Riccards, CEO of Driving Force Institute, a strategic communications firm. “For the rest of us, it’s a very different thing.”
When explanations backfire
In general, when someone’s public explanation for quitting appears inconsistent with what they do afterward, colleagues at their next employer may question whether that person can be taken at their word, said Aaron Perlut, cofounder of marketing and brand consultancy Elasticity.
“It damages your long-term credibility,” Perlut said. “You’re always better off saying less.”
Sharing any reason for leaving a job, even if nothing later appears to contradict that rationale, can box a person in. Bradley Akubuiro, a partner at communications firm Bully Pulpit International, said future employers or recruiters may assume the same concern would affect the person in another role.
“You always want to protect your flexibility,” Akubuiro said. “Give yourself continued options.”
An explanation made in private can surface later and create perception issues. Richard R. Smith, director of the Human Capital Development Lab at Johns Hopkins University’s Carey Business School, said a person’s rationale could be shared during a reference check, or word could spread naturally since professional networks are often tight, especially in certain industries. The explanation also might not be relayed as the person intended.
Some people decide “it’s just not worth the risk” to provide honest feedback, Smith said.
The fallout may not be limited to the person leaving. Publicly citing mental-health concerns can damage perceptions of the former employer’s culture, whether or not that impression is fair, said Riccards. It could also prompt board members or investors to question decisions that person made before leaving, he added, especially for someone in a high-level position.
“It puts your former company in a difficult position because people do start asking questions,” Riccards said.
How to make a safe exit
For the average employee, a manager or HR rep is typically the only person you need to tell you’ve decided to quit — and even then, you generally owe little more than notice and a professional goodbye.
“Nobody has to declare why they’re leaving a job,” said Riccards. “You certainly don’t have to go to social media and broadcast why.”
The safest approach is usually to keep a departure announcement simple. Say you’re leaving, thank the organization and your colleagues, and perhaps mention a few highlights from your time there.
If you have a yen to post on social media anything personal about your exit, ask yourself what a public explanation would accomplish that private conversations could not, said Akubuiro. Just about anything shared online can remain searchable for years and may be read by future employers.
“Write the version you’d be fine with a hiring manager reading,” Akubuiro said.
Should you decide to go ahead and put up a post, consider waiting a few days first, especially if you’re feeling emotional. Perlut said a cooling-off period can help you judge what still feels worth sharing.
“Most people in the heat of the moment react poorly to stressful situations,” he said.
