Looking for a New Career? Beware of Job Offer Red Flags 

In certain instances, recruiters  woo job seekers by promising competitive pay, growth opportunities, and “a great culture.” But as any seasoned professional knows, not all offers are created equal. When things go bad, accepting the wrong role can land you back on the job hunt in less than a year. 

Job offer red flags are especially common in emerging industries like controlled environment agriculture (CEA), AgTech, and cannabis. Startups are notorious for overpromising and underdelivering in hopes of snagging top talent to fuel their growth. 

If you are seeking a role in agriculture, food production, or beyond, M&F Talent wanted to point out common job offer red flags to look out for. 

Watch the Employee Retention Ratejob offer red flag

One of the easiest ways to identify a job offer red flag is by checking employee tenure. According to a LinkedIn post, 57% of employees leave because of their managers.

Look up current and former employees on LinkedIn. If you notice that people in the same department consistently leave in the first 12 to 24 months, it’s a job offer red flag. Short tenures often point to issues with leadership, high stress, or misaligned expectations. 

Signs of a Perpetually Open Job 

Do you keep seeing the same job posting show up every few months, or worse, stay open for months on end? Constant reposting might indicate several job offer red flags:

  • High turnover
  • Unrealistic expectations
  • Internal dysfunction

You don’t want to sign up for a role that positions you for failure, even if the pay and benefits look great on paper. It’s not worth the stress or potential career damage if things don’t work out. 

For example, suppose that you see a regional operations role that has been listed for over six months. If you dig deeper, you might find that multiple people actually got hired and quit before onboarding was complete, raising a serious job offer red flag.

Multiple Recruiting Agencies Working the Same Role

If you’re approached by two or more recruiters for the exact same position, take note. While this can occasionally happen in highlyjob offer red flag competitive roles, it often signals that the employer is burning through recruiters. If the recruiters can’t handle working with the employer, you probably will feel the same way.

When several recruiting agencies compete on the same search, candidates often become collateral damage in the race to submit résumés first. Instead of being thoughtfully matched to roles, they’re rushed through the process, sometimes without proper vetting or full context. This can lead to poor role alignment, duplicate submissions, or even damaged reputations with hiring managers. 

Lack of New Hire Onboarding

Imagine an experienced sales manager in the AgTech space lands a new role at a promising startup. On day one, there was no orientation. They just toss the manager a badge and credentials so that they can get to work. Leadership caps off the day by telling the new hire to upload all of their contacts and start closing deals immediately. 

Lack of onboarding is one of the clearest job offer red flags in underdeveloped companies. These kinds of sink-or-swim environments are often described as “fast-paced.” The reality is that they lack the operational infrastructure needed to set you up for success. While these scenarios are common in the startup environments of CEA and cannabis, job seekers beware. 

Other Questionable Job Offer Red Flags 

Some warning signs are harder to spot but equally important. They include:

  • Inconsistent Answers: If different interviewers describe the role differently, the company may lack alignment.  job offer red flag
  • No Clear Metrics: Vague performance goals or ambiguous KPIs can signal a lack of accountability.
  • Overuse of “Family” Language: Companies that claim “we’re just one big family” without defining what that means may be hiding something.

You should also be wary of processes that feel rushed or pushy. According to Forbes, 48% of hiring managers give “extra consideration” to individuals who can start as soon as possible. But there is a subtle difference between being eager to get you started and pushing you through the pipeline without considering needs in your personal life. 

How Candidates Can Protect Themselves

Luckily, there are a number of ways you can avoid common pitfalls with taking the wrong job. Before accepting any offer, here are some important steps you can take to identify job offer red flags: 

  • Check Glassdoor, Indeed, and LinkedIn: If a workplace is toxic, it should be easy to find bad reviews from past employees. 
  • Look for leadership changes: Do a bit of digging on the executive team at your prospective employer. If leaders don’t stick around long, it’s likely a red flag. 
  • Ask direct questions during the interview: Don’t be afraid to ask the tough questions during your interview, like “what’s the average tenure of team members?” 
  • Request to speak to peers: Talking to other people who work at the organization is a great way to get a feel for the culture. 

In the end, you don’t want to fall into a trap just because an offer looks great on paper. Make sure the offer has depth and truly aligns with your goals.  

Advance Your Career with M&F Talent 

job offer red flag Accepting a new job is an extremely important life decision. As such, you should take the time to evaluate a potential employer and ensure you’re making a move that supports your long-term goals. 

At Mac & Fulton Talent Partners, we understand the nuances of hiring in agriculture,  food production, and beyond. With over 20 years of experience in the industry, we have the insight to distinguish quality employers from the rest. We use this knowledge to guide candidates away from job offer red flags and towards positions where they can thrive. 

Reach out to M&F Talent for personal guidance on employers in agriculture, food production, and CEA.