This phrase sounds promising, but it’s often as vague as a fortune cookie. “Growth” might mean taking on more responsibilities without a promotion or pay raise. Companies love to dangle this carrot, but without specifics, it’s hard to know if you’ll actually climb the ladder—or just stay on the first rung.
Ask for examples of employees who’ve advanced within the company. If they can’t name anyone, the only thing growing might be your workload. A clear career path beats vague promises, so dig deeper to find out if “growth” means opportunity or just a clever sales pitch.
This line is the professional equivalent of “I’ll text you later.” It sounds polite, but it often leads to ghosting or weeks of radio silence. Companies use this phrase to buy time or avoid giving immediate feedback, leaving candidates in limbo.
If you don’t hear back, follow up with a polite email. But don’t wait forever—treat this as a red flag. If they’re this unresponsive during the hiring process, imagine how they’ll handle communication once you’re on the team. Sometimes, “soon” really means “never,” so keep your options open.
“Great company culture” often translates to free snacks and a ping-pong table, while ignoring toxic managers or high turnover. It’s a buzzword companies use to sound appealing, but it rarely tells the full story.
Ask about team dynamics, conflict resolution, or how they support employees during tough times. If they dodge the question or only mention surface-level perks, the “great culture” might be more of a marketing ploy. Remember, a truly great culture goes beyond happy hours and beanbag chairs—it’s about how employees are treated every day.
This phrase is the hiring world’s version of “It’s not you, it’s me.” It sounds hopeful, but in reality, your resume will likely gather digital dust in a forgotten folder. Companies rarely revisit old resumes unless a role perfectly matches your profile.
If you’re genuinely interested in future opportunities, don’t rely on this promise. Stay proactive by setting up job alerts, following the company on LinkedIn, and reapplying when relevant roles open up. “Kept on file” might sound nice, but it’s no substitute for staying visible and engaged.
“Flexible” often means “we’ll expect you to do everything.” This phrase can mislead candidates into thinking they’ll have autonomy, but the reality might involve rigid expectations and a never-ending to-do list.
Ask for specific examples of how flexibility applies to the role. If they can’t provide clear answers, prepare for a job that stretches you in all the wrong ways. Flexibility should empower you, not overwhelm you, so make sure the role aligns with your skills and career goals before signing on.
“Competitive” with what? Minimum wage? Without specifics, this phrase often means salaries are average—or even below market rates. Companies use it to sound appealing while avoiding actual numbers.
Research industry benchmarks and ask for a salary range during the interview. If they hesitate or dodge the question, it’s a sign they might not be offering what you’re worth. Remember, a truly competitive salary doesn’t need vague marketing—it speaks for itself. Don’t settle for less than you deserve.
This phrase often hides a reality of long hours and constant availability. Companies love to claim they support work-life balance, but the truth might involve late-night emails and weekend deadlines.
Ask about specific policies, like flexible hours or remote work options. If they can’t provide concrete examples, their version of “balance” might just mean you’re balancing work on your back. Look for signs that they respect personal time, like clear boundaries and a culture that values rest as much as productivity.
When companies emphasize financial stability, it can sometimes mean they’re trying to distract you from layoffs or budget cuts. This phrase sounds reassuring, but it’s worth digging deeper to confirm.
Research the company’s financial health through public records, news articles, or employee reviews. If they’re truly stable, they’ll have no problem being transparent about their finances. On the other hand, if they’re vague or defensive, it might be time to reconsider. Stability should be a given, not a sales pitch.
“Access” doesn’t always mean “opportunity.” Companies often promise training and growth, but the reality may involve little more than a dusty bookshelf of outdated manuals.
Ask for examples of past training programs or budgets allocated for professional development. If they can’t provide specifics, their commitment to your growth might be more talk than action. True professional development requires investment, so make sure the company is willing to back up their promises with real resources.
“We’re like a family” often translates to blurred boundaries and overwork. While it sounds warm and inviting, it can mean you’re expected to prioritize work over your personal life.
Look for signs of healthy boundaries, like clear work hours and respect for time off. A “family” culture can sometimes lead to burnout if not managed properly. Remember, you’re looking for a job, not an adoption. A professional environment with mutual respect beats a dysfunctional “family” any day.
Companies love to say they value feedback, but in practice, it often goes straight into the void. This phrase can serve as a way to appear open-minded without actually implementing changes.
Ask for examples of how employee feedback has led to improvements. If they can’t name any, their commitment to listening might be more about appearances than action. Feedback should lead to growth, not just a checkbox on a survey.
“Flexible” often means “we’ll lowball you and hope you don’t notice.” Companies use this phrase to sound accommodating, but it’s often a tactic to keep salaries as low as possible.
Come prepared with market data and your salary expectations. If they push back or hesitate to meet your worth, their “flexibility” might only work in their favor. Don’t be afraid to negotiate for what you deserve.
“Open to remote work” can quickly turn into “we need you in the office.” Some companies use this line to attract candidates, only to later push for in-person attendance.
Clarify their remote work policy and ask about long-term expectations. If they start talking about “team synergy” or “office culture,” prepare for a commute. Transparency upfront saves you from future frustration.
This phrase screams red flag. If a company discourages you from speaking with staff, they’re likely hiding something—like unhappy employees or a toxic work environment.
Push back politely and ask why they discourage these conversations. A company confident in its culture should welcome transparency, not avoid it. If they’re cagey, it’s worth reconsidering the opportunity.
“Committed” doesn’t always mean “active.” Many companies talk about diversity and inclusion but fail to back it up with meaningful action.
Ask about specific initiatives, employee resource groups, or metrics that track progress. If their answers feel rehearsed or vague, their “commitment” might be more about appearances than real change. True diversity requires effort, not just a tagline.
