A vague job advertisement is not proof that an employer is dishonest, but it can leave important questions unanswered. Before investing substantial time, identify what is unclear and ask for the information needed to assess the role.
Use this checklist to guide a conversation. Avoid treating one awkward phrase as enough to make a public allegation about a business or recruiter.
Check the work behind the title
Can you identify the main responsibilities, reporting line and level of ownership? A title such as “manager” or “executive” can describe very different jobs. Look for concrete tasks and ask which outcomes the role is expected to support.
If the description combines several functions, ask how priorities and workload are managed. A broad SME role may be genuine, but the breadth should be understandable and realistically supported.
Clarify the package wording
Distinguish base pay, guaranteed allowances and variable amounts. “Up to” a figure is not a promise that everyone receives it. Ask the employer to explain the range, pay basis and conditions in plain language.
Do not compare an advertised maximum package with another role's guaranteed base pay as though they were the same. The expected-salary guide helps you keep the assumptions clear.
Review the application requests
Ask why a substantial exercise or sensitive document is needed at a particular stage and how it will be handled. A task should have a clear purpose and proportionate effort. Avoid sharing confidential work from your current employer to demonstrate interest.
If the process requests money, account access or unusual transactions, use the job-scam checklist and independent official verification rather than treating it as an ordinary application step.
Ask questions that produce a useful answer
Try: “Which responsibilities take most of the person's time?” or “Could you explain which parts of the stated package are guaranteed?” Record the answer and any point that remains unresolved.
You can decide not to continue if essential information remains unavailable or the role does not fit your needs. That decision does not require proving that the employer has done something wrong.
Before accepting, compare the written offer with the advertisement and interview discussion. The offer checklist helps you identify changes that need clarification while keeping confirmed facts separate from assumptions.
