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What are your top red flags to decline a job offer?

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Plus one to the above^ also when the job descriptions change during the interview process. Ops and logistics manager here and recently I was in contention for a role with Harbor Freight- they changed it from a first shift management position to a second shift manager position which was 5pm to 3am - that’s where careers go to die.

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To add to your job description change, Shopify 1, recently I applied for an internal role with another sector and though I got the job, they decided to downgrade the level. I of course was told if I were to take the offer, which they did offer me, it will just be a lateral move with no pay raise. Why in the world would I even apply in the first place if I had known it was going to be a lateral move? I am in Supply chain /logistics here also. Just want to give some insight. 🙂

If you have used well the interview process, you should have been able to due diligence the company, the supervisors and the colleagues and define if that job will leverage your top strengths and allow you to progress through training, project exposure and work experience on your development needs. You should have understood by now as well what the workplace will look like and what efforts and sacrifices you will be required to produce and you will be ok with

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Someone said that in my interview Friday

“Be ready to hit the ground running.” Translation: you will get no onboarding, training or support but be expected to perform from day one.

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Here is one-when the recruiter ghosts you and they finally respond stating the company is restructuring and a beautiful 1.3 rating on Glassdoor

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Verbal promise and not on paper

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In my experience, a significant delay is usually due to some sort of budgetary issue - a role wasn’t actually approved, is potentially being repurposed, or there’s some degree of hiring freeze and the company is working through what hires will actually be allowed

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Constant turnover. “Work hard, play hard.” “Work-life balance.” When you’re being interviewed by multiple people (separately), and their descriptions of the job / what they’re looking for don’t match.

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How do you truly assess high turnover or high attrition?

1. Constant turnover in the company and in the particular position your filling. 2. Wanting HR to change the culture!!!! (I've found it's usually toxic because of management) 3. Having a list of issues you need to "deal" with as soon as you start. 4. Not willing to put the small details in writing

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Hah the “I’ve said too much” moment!!!

Unlimited vacation

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I would be happy with unlimited PTO. I recently had an offer with no PTO and other with 2 weeks which I accepted because the salary was great, but later found out they mandate four weeks of PTO and only give you two, so I'm back in the job market.

Definitely work life balance! Also, Company culture and opportunities to grow or be promoted within the company. If they can’t give me a clear understanding of how they support employees in these areas I take it as a red flag.

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Sounds a lot like what I was promised 5 years ago… Instead of finding myself promoted, those around me who didn’t even meet goals are the ones getting promoted over those who do (like me).

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Asking how success is measured and celebrated and how specifically managers motivate staff to when targets aren’t hit. You can tell by their answers if KPIs are realistic/clear and if you’ll either be supported/blamed by your manager depending on outcomes. If you put the pieces together, their response can be very telling.

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Engagement during the interview process

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My recent interview was like this, they didn’t seem engaged or have a real conversation. Questions were extremely vague so I gave vague answers.

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Recruiters/sourcers that cold call me and don’t spend more than 3 min on the phone with me explaining the role or what they’re looking for and then telling me to apply.

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Ask what their KPIs are/ what KPIs you’ll be held to and they have none.

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When they don’t care about the hiring process

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The interview process for Google is AT least 8 weeks 🥺🥺

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Walk away if the employees don't greet you or look miserable. Chances are they don't care or are unhappy.

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Great question, but I think the answers could be VERY different depending on size of company. Some answers given here apply to one but not the other IMO.

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Ask if they have any current or previous lawsuits. Learned the hard way.

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There’s another one that IMO very much depends on size.
Interviewing for Microsoft? No problem!
Interviewing for a startup? Potential, maybe likely red flag. At least bright orange.

I worked as an independent consultant (not even an employee) for a startup that got hit with a lawsuit shortly after I started working with them and had to go meet with their lawyers for hours and hours. Send them my Outlook .pst file, the works.

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When you ask about OT during what they described as “busy periods” and they say they don’t do that. “I have no issue sending people home when we are not busy, but expect them to do unpaid work during busy periods”

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Who is doing “unpaid work”?

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Red flag: Anxious hyper-speak to rush through the interview, even when all questions are answered. Proctor and Gamble was one such experience ages ago. I assume that was the overall office energy. Burn out, just around the corner.

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When they low ball the salary and expect the experience to be commensurate for those who are CEO’s of a billion dollar company.

Yep. Focus on the types of questions first, then work on the materials asked. Otherwise you’ll waste time on the questions.

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Interviewed with Google 2 years ago and made it to HC, now got pinged by recruiter again on LinkedIn, do I need to do another phone interview or I can go straight to the panel?

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Ladies! I’m curious, which benefits do you look for when moving to a new firm? Lots of recruiters talk about expanding diversity, hiring women, blah blah, but I’m not sure benefits have changed much

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Would appreciate some advice! I’m planning on switching careers- I’m currently a M at a T2 consulting firm, and am looking to go into tech seeking the best possible exit comp and having better wlb. I hear most of the best exits into tech come at a PM role compared to bizops, corp dev, etc. What levels, comp, and companies should I target and expect? I’m primarily interested in non-FAANG. I have 4 yoe and a tech master’s degree in IS for context. Thanks for the help!

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I'm not sure what exactly I'm looking, but maybe just any thoughts in this.

I feel like my life is wasting away. I'm 27 and just started a new job, entry level because it's a new field entirely. I was really excited, even if the firm was a bit small, and as an added bonus, it would let me move to NYC on a visa (effective early 2022), letting me start fresh. For context, I have been really excited to leave as I've had too many toxic occurrences in my personal life here the past few years. (Cont)

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