How to decide whether to apply for a job
Let’s talk green flags
Here are some of the positive signs you should look out for when considering a new role.
Knowing when to go for a new role is rarely about ticking every box. It is more often about noticing patterns, signals and how a role feels when you really look at it.
If you are exploring a new opportunity, here are 6 ‘green flags’ to look out for that reduce avoidable risk and helping you make a move with more confidence and clarity:
They are transparent on pay
Pay transparency is one of the clearest early indicators of how an organisation operates.
If the salary is clearly stated in the advert, that is already a positive sign. It shows the employer has thought about fairness, budgeting and expectations. It also reduces the likelihood of unequal pay later in the process. Women and people from underrepresented groups are statistically more likely to under-negotiate or to price themselves lower than their peers. A transparent employer removes some of that negotation burden from you.
If pay is not advertised, there are still good signs to look out for when you enquire:
They share a clear salary range early and without defensiveness
They explain how pay is benchmarked or reviewed
They are open about flexibility within the range and what affects it
If you are met with vagueness, repeated deflection or pressure to give your number first, pause. That does not automatically mean walk away, but it is information worth taking seriously.
2. The job description answers your questions
A strong job description should reduce uncertainty, not create it!
If you finish reading the advert with more questions than answers, that can be a red flag. It may suggest the organisation has not fully defined the role or is unclear about what success looks like. That often means the role will shift once you are in post, sometimes significantly.
Very long job descriptions can also be a reason to approach with caution. They can indicate:
Several roles have been bundled into one
The organisation is trying to future-proof by adding everything they can think of
Expectations may be unrealistic for one person or one salary
A good job description is focused. It is clear about priorities, decision-making and what really matters in the first six to twelve months.
3. It feels inclusive
You do not have to be actively seeking an organisation that leads on diversity, equity and inclusion for this to matter to you.
An employer that shows evidence of inclusive practice is more likely to offer flexibility, understanding and just kinder policies when life inevitably happens. That might be illness, caring responsibilities, burnout, grief, or simply needing work to flex around changes in your life.
Green flags here include:
Clear statements about inclusion backed up by action, not just language
Flexible working described as normal rather than exceptional
Representation in leadership or visible accountability for inclusion work
Inclusivity is not just a values issue. It is often a proxy for how people are treated when they can’t give their all to their job.
4. You can see the value of the role immediately
You should be able to understand why this role exists.
If it is clear what problem the role is there to solve, you are more likely to be set up for success. You can prioritise your work, make decisions with confidence and explain your impact to others.
Ask yourself:
What would be missing if this role did not exist
What would success look like in practical terms
Who benefits most from this role being done well
If the value feels vague or overly abstract, it can be harder to demonstrate impact later, which affects progression and job satisfaction.
5. You can see where the role ‘fits’ within an organisation
This includes how it connects to the mission, the current priorities and the team structure. When this is clear, you are less likely to feel like you are operating in isolation or constantly having to justify your work.
Positive signs include:
Clear reporting lines and decision-making authority
An understanding of how this role supports organisational goals
Evidence that the role has sponsorship or buy-in from leadership
Roles that sit awkwardly between teams or priorities often come with hidden emotional labour. That is not always visible from the advert, but clarity upfront helps.
6. You can see the personal benefits to you (beyond salary)
Pay matters, but it is not the only thing that makes a role sustainable.
Look at the benefits through the lens of your actual life, not a generic idea of what should be attractive. A benefit is only a benefit if it works for you.
For example, a cycle to work scheme is irrelevant if cycling is not accessible or appealing to you. A four-day working week, compressed hours or genuine flexibility may be far more valuable depending on your circumstances.
Ask yourself:
Which benefits would materially improve my quality of life
What would help me manage energy, time or care responsibilities
What does flexibility really look like in practice
When a role aligns with how you want to live, not just how you want to be paid, it is easier to commit.
Going for a new job is not about eliminating all risk. It is about making informed choices with the information available to you.
So, before you apply, pause and notice what you are responding to. Excitement, relief, curiosity and clarity are all data. So is discomfort.
If you are unsure, that does not mean no. It means slow down and ask some questions.
