- A viral story shared on TikTok recounts how two coworkers allegedly discovered they were simultaneously dating the same boss after both received unexpected human resources reprimands.
- Both women were placed on performance review plans despite positive verbal feedback, leading them to suspect their supervisor utilized corporate disciplinary procedures to push out romantic partners.
- The account, presented under pseudonyms by TikTok creator @nicolettelanger, has sparked online debate regarding workplace power dynamics and HR complicity in manager misconduct.
Viral TikTok Alleges Workplace Romance Scheme at Downtown Startup
In a social media account that quickly captured viewer attention, TikTok creator @nicolettelanger posted a video on Feb. 4 detailing what she framed as an extraordinary workplace relationship ordeal. The narrative centers on the creator’s best friend, referred to under the pseudonym “Susie,” who had recently taken a position at a downtown startup company. Shortly after joining the team, Susie entered into a romantic relationship with her direct supervisor, whom the creator identified using the pseudonym “Andrew.” Because the account is secondhand, unverified, and utilizes pseudonyms, neither the specific organization nor the true identities of the individuals involved were disclosed.
According to the video, the relationship advanced steadily over Susie’s first six months on the job, involving joint travel to major destinations including Miami and New York. However, the professional dynamic shifted abruptly when Susie received an unexpected call from the startup’s human resources department. During the conversation, a representative commended Susie, stating that the organization appreciated her work and energy and deemed her a strong culture fit. Despite those praises, the representative informed her that sudden concerns regarding her job performance required placing her on a formal performance review plan. The development left Susie bewildered, as Andrew served as her sole reporting manager and had not expressed any dissatisfaction directly to her.
Shared Experiences Reveal an Alleged Pattern of Misconduct
Seeking clarity, Susie confided the disciplinary news to a colleague referred to as “Melissa.” The conversation took an unexpected turn when Melissa revealed her own confusion regarding the situation. Melissa disclosed that she, too, had been secretly dating Andrew for the preceding six months and had recently received an identical performance-related phone call from the company’s human resources division. Upon discussing the situation further, the two coworkers noted striking physical similarities, observing that they both share blond hair and blue eyes.
After comparing their timelines and employment experiences, the two women came to suspect that the supervisor had engaged in a calculated, multi-year pattern. They alleged that Andrew had spent the prior four years systematically recruiting women who shared a specific physical profile, initiating workplace romances with them, and subsequently utilizing human resources processes to facilitate their terminations once the relationships soured. By the conclusion of the video, Susie and Melissa were reportedly exploring ways to address Andrew’s conduct while questioning whether internal HR personnel were actively complicit in the behavior.
Public Reaction and Workplace Ethics Concerns
The viral post prompted substantial reaction across social media, with multiple viewers questioning the administrative oversight within the startup. Commenters focused heavily on how such a recurring cycle could persist without executive detection. One viewer questioned why higher corporate management failed to notice what was described as an “insane” turnover rate within Andrew’s team. Another user commented that HR “has to” know what was occurring, while a third wondered how the repetitive hiring and firing pattern could evade scrutiny entirely. An additional commenter suggested the HR manager was likely involved, arguing that any competent human resources department would naturally question Andrew’s consistent inability to retain high-performing personnel.
Why This Matters
The allegations highlighted in the video touch upon widespread legal, ethical, and organizational challenges surrounding workplace power imbalances. Many companies maintain explicit non-fraternization or conflict-of-interest policies prohibiting managers from dating direct subordinates due to the risk of favoritism, coercion, and retaliatory disciplinary action. When supervisors hold unilateral control over employment evaluations, romantic entanglements can easily expose organizations to severe liabilities, including hostile work environment and wrongful termination claims. While the claims shared by @nicolettelanger remain unverified secondhand accounts, the public discourse reflects ongoing anxieties regarding the efficacy of corporate HR departments in protecting junior employees from managerial abuse of power.
Frequently Asked Questions
Were the actual identities or companies named in the video?
No. The video posted by @nicolettelanger utilized pseudonyms—referring to the manager as “Andrew” and the employees as “Susie” and “Melissa”—and omitted the name and location of the downtown startup. The Daily Dot confirmed that the story remains an unverified, secondhand account.
What common workplace policies address manager-subordinate relationships?
Most corporate governance frameworks implement strict policies addressing romantic relationships between supervisors and their direct reports. These guidelines often require mandatory disclosure to human resources, recusal from performance appraisals, or reassignment of reporting structures to prevent conflicts of interest and retaliation.
