Signs to look for (and avoid) when considering a new job

When contemplating a new job or position, salary is often the first factor people consider. However, as Konnekt CEO Josef Said, highlights, there are several other critical signs to evaluate before making the leap, factors that go far beyond salary figures and can make or break your long-term satisfaction and growth.

Green flags: signs its time to take the leap

A company’s growth trajectory is one of the most telling indicators of future opportunities. “A good sign is that the company is growing or set to grow,” Mr Said explains.

“Growth means more opportunities for you. If the business is expanding into new markets or launching new products, you are more likely to find career mobility.” A thriving organization doesn’t just offer stability—it opens doors for advancement, skill development, and new challenges.

Equally important is the quality of leadership you’ll be working under. Mr Said emphasizes this point: “You can learn from your manager. A great manager can transform your career. You should have a great connection to the manager you will be working for. If your future manager is respected, invests in people, and has a track record of developing talent, that’s a strong sign.” The right leader doesn’t just manage, they mentor, advocate, and create pathways for your success.

Culture is another make-or-break factor. “The company is open minded,” Mr Said notes. “Look for openness to new ideas, flexibility in how work is done, and a willingness to challenge old ways.” He suggests probing deeper during interviews by asking questions like, ‘Does the company collect feedback from employees?’ or ‘What’s the process for pitching new ideas?’ “The way they respond will tell you whether openness is a slogan or a lived practice,” Mr Said adds.

Finally, purpose matters. “The company does work that matters,” Mr Said states. “Whether it’s a social impact, a product that improves lives, or simply a service done with excellence, you should feel proud of the mission.” When your work aligns with your values, motivation and fulfillment follow.

Red flags: Proceed with caution

Not all opportunities are created equal, and some warning signs should give you pause. Mr Said cautions about overly restrictive contracts: “The contract has many restrictive clauses. If non-competes or clawbacks feel excessive… or it is a fixed-term contract… it may suggest the company fears talent leaving rather than building a place people want to stay.”

That distrust can manifest in other ways too. “Mismatch between responsibility and trust is another concern,” Mr Said explains. “If you have a lot of responsibility but aren’t trusted to work flexibly, it suggests control over empowerment.”

He shares a telling example: “We recently met a client who wanted a payroll executive to process salaries amounting to €600K per month but insisted they work from the office every day. To me, this shows lack of trust.”

Small oversights can also hint at larger problems. “Neglected basics are often revealing,” Mr Said observes.

“A messy office, outdated website, or disorganised recruitment process may reflect how the company manages bigger issues.” As he points out, the ‘broken windows theory’ suggests that ignored details often point to systemic dysfunction.

Ambiguity during probation is another red flag. “No clear objectives for probation is problematic,” Mr Said warns. “If you’re not told how success will be measured, you risk being judged arbitrarily. It also shows the company isn’t organised.”

Finally, watch for turnover trends. “High employee turnover is usually a sign of deeper cultural or leadership problems,” Mr Said says. He offers a sobering perspective: “They will promise they’ve changed, but from my experience, turnover only improves when the leadership team changes. If the same team remains, the pattern typically continues.”

While salary is important, it’s only one piece of the puzzle. As Mr Said’s insights reveal, growth potential, leadership quality, company culture, and organisational health are equally critical in determining whether a new role will be rewarding, or regrettable. The best career moves are those where you’re empowered to grow, contribute, and thrive long after the initial offer.