1. HR ****bag

I'm not siding with HR personals, but you're not entirely right on the nature of their work. Yes, for the sake of performance any HR personals would make sure they fulfilled the hiring needs regardless of what was done during the recruitment drive (Including mistreating potential candidates). But all these are not deterred by the nature of the job, but the values of the persons constitute for that role.

Its's Values and Virtue that count, it applies to ANY other role, whether you're in functional or technical.

I'm a recruiter, but I chose to forgo my performance for the sake of honesty. I don't like to lie and I make sure I'm matching their expectation according to my client's discretion.

Different person, same role, but different nature.

2. Hiring Manager

Again, I could answer you with the same rationale of what I've mentioned in 1.

The character of the hiring manager and not their job nature. If you've met bad one, move one and make it a lesson on how you deal with these people.

Sometimes, its just plain bad luck.

I had a culture shock when I first dealt with Americans in hire of senior managers role here in Malaysia. Their approach in hiring was really different.

I was given the assignment to hire a senior manager with permanent paygrade of RM 20k and if necessary, I was asked to share with potential candidates that the salary was open for negotiation. This was outlined simply for the scout of best candidate available here in Malaysia.

But here comes the bizarre part, all my candidates that are currently holding less than 12k was immediately rejected even though they fulfilled every single criterion my client has outlined. The feedback was that why am I sourcing candidate of that paygrade when he has given the budget of 20k?

I was pretty angry back then that they value candidates according to their current paygrade. But what was commendable that the budget was really opened for excellent candidate, in the end, they hire the role for 22k.

But let me tell you that there a really good companies out there whom ask for your 3 months payslips just to give you a better remuneration package.

I had a good candidate whom my client offered 22% increment of the total package. Now, that is really impressive, because simply giving you the increment of basic is far lesser than what was increased of total package. But this subjects to the hiring practice of the company, there's only few in Malaysia that are willing to do this.

I think you did the right thing by offering your complete honesty, as a HR practitioner, I really really value that, but I can only do this much to my capacity.
Sadly, 98% of the time ultimatum is deterred by the hiring manager and respective stakeholders, HR practitioners are only there to facilitate it.