Is Bringing Iced Coffee to a Job Interview Unprofessional? What the Debate Misses

Could an iced coffee really cost you a job?

That's the question dividing the internet after a recruiter's advice to Gen Z candidates sparked a debate about job interview etiquette.

What started as a warning about bringing takeaway drinks into interviews has prompted a much bigger conversation about first impressions, workplace expectations and what professionalism actually looks like in 2026.

But there's another question worth asking. If a candidate has the right skills and experience, how much should an employer care about what they're drinking?

How Did the Iced Coffee Debate Start?

The controversy began when American recruiter Caitlin Wehniainen posted a TikTok advising candidates against arriving at job interviews with iced coffees or lattes.

Drawing on 16 years of recruitment experience, she suggested that bringing a takeaway drink could create an overly casual impression, particularly in more formal corporate environments.

Her advice quickly divided opinion. Some agreed that candidates should demonstrate a certain level of formality, while others questioned why a drink should have any bearing on someone's professional ability.

The debate has since attracted coverage from major publications, including Forbes, with questions being raised about whether traditional interview expectations are still relevant.

In a follow-up interview with People, Wehniainen clarified that her advice was primarily aimed at candidates attending formal, in-person interviews later in the hiring process. She also acknowledged that expectations vary depending on the employer and industry.

It's an important distinction. A corporate interview, a site-based engineering interview and an informal meeting at a technology company aren't necessarily going to have the same expectations.

But should those differences extend to something as minor as a cup of coffee?

We've Been Here Before: The Unwritten Rules of Interviews

IInterestingly, this isn't the first time a candidate's choice of drink has become a talking point in recruitment.

In a previous edition of V7's Recruitment RADAR, we explored the so-called water test, an unusual interview technique where hiring managers supposedly assessed candidates based on how they responded to an offered glass of water.

According to the viral discussion, everything from refusing the drink to how quickly someone drank it could be interpreted as an indication of their confidence.

Now we're debating whether bringing your own drink is unprofessional.

The two situations are different, but they highlight the same underlying problem: candidates can find themselves being assessed against expectations they were never told about.

Of course, first impressions are inevitable. Employers naturally notice how candidates present themselves, communicate and interact with the people around them.

The difficulty comes when an interviewer's personal preferences are treated as reliable evidence of someone's suitability for a position.

What Actually Makes Someone Professional?

Professionalism matters, but it isn't always as easy to define as we might think.

For some employers, it means dressing formally and following traditional workplace conventions. For others, it's demonstrated through accountability, communication, technical knowledge and the ability to deliver results.

Context is important. An employer might reasonably expect different behaviour from someone attending a formal client presentation than from someone working in a more relaxed office.

However, not every traditional interview convention provides meaningful information about how someone will perform.

Consider the difference between observable professional behaviour and more subjective impressions:

These distinctions aren't absolute. Clothing can matter where safety requirements or particular duties make it relevant, and a drink that repeatedly interrupts an interview could become a genuine distraction.

However, imagine interviewing two engineers for the same position. One follows every traditional interview convention but struggles to demonstrate their technical experience. The other arrives with a coffee but provides stronger examples of managing projects and solving technical problems.

Which behaviours actually demonstrate the ability to do the job?

The CIPD's selection guidance, updated in September 2026, recommends clear, objective and structured recruitment processes to minimise bias and help employers assess candidates fairly.

Three Questions Employers Should Ask

Before allowing a seemingly minor behaviour to influence a hiring decision, employers could consider:

Is it relevant to the role? Does the behaviour genuinely affect the candidate's ability to carry out their responsibilities?

Have we communicated our expectations? Is the candidate being assessed against a requirement they could reasonably have known about?

Are we applying the same standards to everyone? Would another candidate be judged in the same way, or is personal preference influencing the assessment?

For a safety-critical engineering position, relevant qualifications, technical competence and an understanding of safety procedures should carry substantial weight.

For a client-facing role, communication, relationship management and professional conduct may be particularly important.

In either case, employers should look for evidence of those abilities rather than relying on assumptions based on appearance or minor behaviours.

What Should Candidates Do? Don't Overthink the Coffee

I

IIt's easy to dismiss traditional interview expectations as outdated, but candidates still need to navigate the recruitment processes that exist today.

The aim isn't to change your personality for every interview. It's to understand the opportunity and make sure avoidable distractions don't get in the way of demonstrating your abilities.

A few practical considerations can help:

• Do your research: Understand the company, the position and the responsibilities involved.
• Prepare relevant examples: Be ready to explain how your experience and skills align with the role.
• Consider the environment: Dress appropriately for the setting and ask your recruitment consultant if you're unsure about expectations.
• Keep distractions to a minimum: Arrive on time, listen carefully and maintain a professional, respectful conversation.

The preparation itself is far more important than the drink. Our guide to 7 Tips to Nail Your First Interview covers the practical steps candidates can take to prepare.

It's also worth reviewing the experience you've highlighted on your CV so you can discuss it confidently. Our guide to writing a CV that gets noticed in 2026 offers further advice.

Remember, interviews work both ways. Candidates are also assessing potential employers and deciding whether their expectations and working environment are right for them.

So, Is Bringing Iced Coffee to a Job Interview Unprofessional?

The online debate has made one thing clear: there's no universal agreement on what constitutes professionalism.

Those defending traditional interview etiquette argue that candidates should treat the occasion with a degree of formality. Others question why something as insignificant as a takeaway coffee should influence a hiring decision.

Both perspectives raise valid points, but we think the conversation highlights a wider issue in recruitment: the gap between what employers expect and what candidates understand those expectations to be.

For candidates, understanding the environment you're interviewing in and being mindful of first impressions can help you make a positive start. For employers, communicating expectations clearly and focusing on the skills and behaviours relevant to the role is equally important.

Ultimately, good recruitment requires judgement on both sides. The real question isn't whether a candidate brings coffee to an interview, but whether the interview gives both parties the information they need to make the right decision.

And if an otherwise excellent candidate brings an iced latte, is that really the detail that should define your decision?

Looking for your next opportunity or planning to grow your team?

At V7 Recruitment, our specialist consultants help candidates prepare for interviews and support employers in identifying the skills and experience they need.

Explore our latest jobs or get in touch with V7 Recruitment to discuss your next steps.

Author Bio

Josh Ramsay heads up marketing at V7 Recruitment, shaping data-driven content on market shifts, talent trends, and hiring challenges across V7’s niche technical sectors.

Partnering closely with specialist recruiters, Josh translates ground-level market intelligence into actionable insights for employers and industry professionals. V7 Recruitment provides permanent and contract staffing solutions across Construction, Fire & Security, Aviation, Data Centres, Mission Critical, Power Generation, and Utilities.