“What job descriptions don’t tell you (and how to read between the lines)”
At first glance, a job description might seem like an objective and complete summary of a role. In reality? It’s often a mix of marketing, projection… and sometimes, improvisation, from outdated role templates to AI-generated content.
So how can you tell if you’re looking at a golden opportunity or a potential trap?
Here’s how to read job ads like a pro, and make the right career decisions.
1. Buzzwords that mean everything… and nothing
Some phrases appear in every ad but can carry very different meanings:
“Fast-paced environment” → stimulating challenge… or constant stress?
“Rapidly growing company” → exciting momentum… or overwhelming workload?
“Flexible and versatile profile” → diverse tasks… or unclear job boundaries?
“Able to juggle multiple priorities” → strategic role… or lack of team focus?
The key? Don’t just take words at face value — always ask yourself: what else could this mean?
2. The tone says a lot about company culture
A very corporate or legalistic tone might hint at a rigid, old-school environment.
On the other hand, a laid-back, start-up tone can be either a sign of collaboration… or chaos.
Clues to watch for:
Language style: formal, casual, salesy?
Mentions of work-life balance (or absence thereof)
Use of “you” or informal tone (uncommon but not impossible in Switzerland)
Clarity around team structure, management, and work location
3. Red flags in job postings
Some signs should raise questions, especially when combined:
The job has been posted for months → high turnover? unclear expectations?
A never-ending list of tasks → poor role definition
No mention of manager or team → siloed or isolated position?
Keywords like “resilient to stress” or “go-getter” → potential overwork culture
“Salary to be discussed” with no range → under market rate?
One red flag isn’t necessarily a deal-breaker — but several together deserve a closer look.
4. Go beyond the job ad
Job ads only scratch the surface. To really assess a job offer, try this:
Look for reviews on sites like Glassdoor or ask around
Analyze LinkedIn profiles of employees
Check if multiple similar roles are open → hiring wave or high turnover?
Look for recent title changes → evolving position or repackaging?
Ask smart questions during the first call:
“What’s the context for this hire?”
“How do you measure success in this role?”
“What does the current team look like?”
5. A vague ad doesn’t always mean a bad job
Some poorly written job ads don’t reflect the quality of the position.
Especially in Switzerland, some SMEs or smaller HR teams might not have the resources or expertise to write compelling job posts.
Sometimes junior recruiters are responsible for publishing ads, which can lead to awkward phrasing or missing details.
In these cases, don’t hesitate to reach out with a well-crafted message, ask questions, and show you’ve read between the lines. It might be your best move.
Job descriptions rarely tell the full story, and that’s exactly where your candidate insight can shine.
Knowing how to decode job ads helps you regain control of your search, avoid bad surprises, and make smart decisions.
And if you’re unsure? Candidate Impact is here to help you analyze job offers, clarify your doubts, and move forward with confidence.
Need help evaluating your compensation package?
Impact Hour is a 60-minute, high-impact coaching session tailored to your most urgent need in your job search — whether it’s understanding your offer, preparing for a negotiation, or optimizing your positioning on the Swiss market.
In one hour, we can:
Break down a job offer or salary proposal
Refine your CV, LinkedIn profile, or pitch
Prepare for interviews with clarity and confidence
Define your next strategic move or networking approach
Get practical advice, real answers, and a clear plan to move forward — all in just one hour.
Let’s make this hour count.
👉 Learn more: www.candidateimpact.com/services
contact@candidateimpact.com
+41 22 506 85 62
