A reader recently wrote to me with a unique situation. They landed an impressive contract position, and everything was going along great for 11 months until they were suddenly let go.

The company laid off a large number of people all at the same time. After soliciting feedback, the reader was given a good review and sent on their way.

It wasn’t personal. Or, was it? Just a few days after being let go, the job – same job at the same company – appeared online as an open position.

Then, a friend of the reader was hired at the same company. They asked what had happened. They were told the reader was let go due to poor performance issues.

How could this be? The reader had never been given any negative feedback. They were told it wasn’t about them.

After this incident, the reader has had multiple job interviews. This has left them with a difficult question. “What should I say in future job interviews if someone asks ‘Why did you leave the company?’ How do I honestly answer that without bad mouthing anyone?”

Reader, let me say first, I am so sorry this happened to you. Being let go from a company is difficult enough. Receiving conflicting messages about it later is even worse.

When you interview, it’s very important to be honest. It’s also important to be as accurate as possible. The problem here is that the company may not have been honest with you.

If there was a performance issue, as you have heard, it’s possible that your manager avoided their duties by not giving you direct and constructive feedback.

The problem is, you don’t really know the truth. What you’ve heard is third-hand information, at best. It’s tough to know how much of what you were told is a rumor and how much is reality. For example, did the feedback come from your boss or from an old coworker who likes to gossip?

In a case like this, it can be tough to know what to say in an interview.

But, the best course of action may be to go with the company line. You were part of a random company layoff. It wasn’t personal. Your performance ratings were good. It’s what is documented in your employee file.

Unfortunately, when someone leaves a company, others have a tendency to talk. Often, they may try to guess the reasons someone left. This gossip can spread misinformation.

Even if the rumor is true, how would you validate it? And how would it benefit you to do so?

It would not be helpful to provide unproven, negative information to a future employer.

It would also not be helpful to explain a long story of events about your departure and the rumors that followed.

Stick with what you were officially told and move on to a more exciting and fulfilling opportunity with a manager who appreciates your skills and talents. Best of luck in your job search.

Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.