You’re deep into the job process, maybe even a few interviews in, and it looks like an offer might be coming soon. Exciting, right? But before you say yes, hit pause for a second. Sometimes there are signs that something’s not quite right. Some are easy to miss, others are pretty loud. Either way, it’s worth taking a breath and asking a few real questions. Your gut’s gotten you this far; don’t ignore it now.
Here are the signs to watch for, along with what they might indicate.
1. “We’re hiring you to bring change.”
At first, that seems positive. But stop and think. If the department has needed change for some time and still hasn’t made any progress, ask yourself and them: why not?
Ask directly and respectfully during the interview: “What’s prevented change from happening before?”
Pay close attention to how they respond. Often, it’s not due to a lack of qualified people. It’s because leadership hasn’t actually supported the change. That’s a serious issue. Without real backing from management, no amount of effort or good ideas from you will make a difference.
2. “This is the best salary we can offer.”
You’ve done your research and know the market. Then they tell you this. If you push a bit and they mention “internal equity,” that’s a warning sign. It likely means the leader doesn’t want to stir things up. They might not want or be able to fight for fair pay based on experience, job scope, or market value.
Look for these signs:
- You’re expected to do significantly more work than others in similar roles.
- You’re managing a large team while your peers manage a smaller one.
- The salary doesn’t match the real scope or complexity of the job.
- All your colleagues are paid the same, or very close to them.
- Your department is not valued as much as others, due to political inclinations or “the club”.
Also concerning are leaders who want a large pay gap between themselves and their team for the sake of ego. Yes, that happens, a lot.
3. This role has a history of high turnover.
If the position has been filled and vacated many times over the last five to ten years, that’s not just chance. Start asking why. You might hear things like, “We just haven’t found the right fit,” or “They didn’t understand our culture.” This could mean they’re hiring based on superficial traits, such as interview skills or appearance, rather than genuine qualifications. Worse, it might indicate bias.
Also, check if the rest of the department has stable tenure. If they do, something isn’t working specifically in this role, and they haven’t found a way to fix it, or don’t want to.
4. They downgrade the role during the hiring process.
You apply for a leadership position. Then, during interviews, they casually mention it, and you now report to someone else. Or the title changes, or the level is lowered, or “second in command” means all your colleagues are “second in command”. Yeah, that has really happened.
This is often a bait-and-switch. It usually means internal politics are at play. Someone may have pushed back against the role’s reach. They may also be worried about giving it too much power, over them or their department. Either way, they’re not being upfront, which should concern you. If they misled you during the search, think of what else they might hide once you join the team.
5. The position reports outside its natural structure.
For example, you’re in HR, but the role reports to someone in academics or operations without a leader who has no experience in HR industry. That’s not just unusual; it sets you up to be misunderstood and poorly managed from day one. Leaders who don’t understand your work can’t effectively support or evaluate it. That’s a structural issue and a gap in leadership.
6. “We’re building something totally new.”
This sounds exciting. But creating something new, especially in a long-established organization, comes with real challenges. The biggest challenge is resistance. When you’re brought in to change structures that have been in place for decades, you’re likely to hit obstacles and political sinkholes. If only one leader supports your work, you’re isolated. When push back arrives, even good ideas can get overlooked.
Without broad support and political backing for the initiative, you may be set up to fail. You can’t change a system from within it.
7. The vibe is just… off.
This one is hard to define. But you’ll sense it if you pay attention. Some examples:
- The boss doesn’t take the time to meet you.
- You’re not introduced to your future team or department.
- People describe the boss with nervous energy and phrases like “very high expectations.”
- You’re repeatedly told how bad the department is.
- People avoid eye contact, appear anxious, or seem uncomfortable when answering basic questions.
- The boss makes “bold” statements, such as “I’m a person of integrity.”
These signs might not mean much alone. Together, they can indicate a culture of fear, dysfunction, or disorganization.
8. They mention changes coming “after” you’re hired.
This is another form of the bait and switch. During the interview, they reference future office moves or an expanded scope of duties that weren’t included in the original job posting. If things are changing before you’ve even signed the offer, think about what else might shift once you’re in the position.
9. “We’re on our third search.”
If the company has already tried to fill this role several times, don’t ignore this. Be inquisitive and ask questions, such as, “I noticed this role has been open/reposted a few times. Could you help me understand what’s made it challenging to fill so far?” The job posted may not be the “real job”. Perhaps there is major internal politics, or the culture is extremely toxic. If the position has been open for a long time, it is typically due to something going on behind the scenes.
Final Thought
Noticing signs or “red flags” doesn’t make you a picky applicant; it makes you careful. Interviews aren’t just for them to evaluate you. They are your chance to figure out what they are not telling you and if this is the right place for you to spend your time, energy, and talent.
You deserve a role where you’re supported, paid fairly, and given a real chance to succeed. Don’t hesitate to walk away from one that doesn’t offer that.
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