If you’ve already accepted, should you go to another final interview?

It’s a situation many candidates find themselves in; you’ve verbally or even formally accepted a job offer, but another final interview opportunity lands on your lap. Do you honour the commitment you’ve already made, or explore what could be a better fit? It’s a tricky balance between integrity, opportunity, and self-interest. To unpack the dilemma, we asked two of our recruitment experts, Chris Hossell, Senior Consultant in Wellington, and Shweta Chopra, Practice Lead in Auckland, New Zealand, to each pick a side, present their perspectives then see how it unfolds.

The case against: Your word is your bond

Chris Hossell presented the case that once an offer has been accepted, you should not continue interviewing elsewhere.

He argues that integrity and professionalism are critical in these moments: “Once you sign a contract, you’ve given your word. To pull out after that leaves a sour taste for the employer and damages your reputation. Hiring managers don’t forget situations like this, and if you come across them again in the future, that decision will follow you. Even before you’ve signed, being transparent is key. If you do have another interview lined up, be open about it, it’s better to ask for an extension to make an informed decision than to backtrack after committing.”

Chris also points out the ripple effect beyond just one job. “The market is smaller than people think. Word gets around, especially in tight-knit industries. Backing out of an offer after acceptance doesn’t just affect your relationship with one employee, it could also affect how future employers or recruiters view your reliability. A short-term gain might not be worth the long-term damage.”

The case for: The need to protect yourself

Shweta Chopra presented the alternative view. She argues that candidates should keep their options open until the moment a contract is signed.

“Verbal offers don’t carry the same weight as signed agreements, and candidates need to protect themselves. Things can still fall through, and a verbal acceptance is a grey area. Until you’ve put pen to paper, you should have the choice to attend other interviews, especially if it could lead to a role that’s a stronger fit. What matters most is honesty: communicate with your recruiter and the employer so there are no surprises. Once you’ve signed, though, I agree that you need to stop. That’s the point at which commitment really kicks in.”

She also notes that candidates should put themselves first, because companies always will. “At the end of the day, organisations will do what’s best for them. They can withdraw offers at the last minute or restructure a role after you’ve joined. So, I don’t think candidates should feel guilty about exploring every option until they’ve locked something in formally. It’s about being pragmatic while still acting respectfully.”

Both Chris and Shweta agree that the challenge often lies in timing and communication. Sometimes delays in hiring processes create confusion, leaving candidates stuck between opportunities. In those cases, Shweta points out that the responsibility also falls on organisations to run efficient and transparent processes, so candidates aren’t forced into awkward last-minute choices.

The verdict: A mixture of both

Ultimately, this debate doesn’t land neatly on one side. As Chris stresses, integrity and honouring commitments are crucial to building trust. As Shweta highlights, candidates also need to protect their interests until they have certainty. The takeaway? Transparency is everything. If you’re in the grey area of a verbal offer, be upfront about other interviews. If you’ve signed, honor that commitment. Navigating these situations with honesty and integrity not only protects your career but ensures you build strong, lasting professional relationships.