Red Flags in a Job Posting: What to Watch For

Vague or hollow job descriptions

A job posting that is entirely vague responsibilities and hollow adjectives is a warning sign. “Other duties as assigned” appearing in a list of specific tasks is fine and normal — no list covers everything. An entire posting of duties described as “managing day-to-day operations,” “contributing to a dynamic team,” and “supporting leadership objectives” with no specifics is not a job description — it is a placeholder.

Vague postings often indicate one of three things: the employer has not decided what they actually need, the role is being redesigned around whoever they hire (which means expectations will shift after you start), or the posting is copied from a template with no role-specific tailoring. None of these are good signs for a well-managed workplace.

The benchmark: a solid posting tells you exactly what you will do on a typical Tuesday. If you cannot picture a normal workday from reading it, ask in the first interview before proceeding further.

Commission-only and multi-level marketing signals

In Canada, an employer can legally offer commission-only compensation for some sales roles — but they must still pay Ontario's minimum wage of $17.60/hr for all hours worked. A posting that says “100% commission,” “earn what you deserve,” “unlimited income potential,” or “your earnings are up to you” without any mention of a base wage is almost certainly one of two things: a low-converting commissioned sales role where the employer avoids the hiring risk by offloading it to the applicant, or a multi-level marketing (MLM) structure where income depends on recruiting others.

MLM postings in Canada often disguise themselves as “Business Development Representative,” “Independent Contractor,” or “Brand Ambassador” roles. Common tells: no company name in the posting, the “salary” is listed as a very wide range ($20K–$200K), the role mentions “building your own team” or “growing your network,” and the interview is a group session rather than an individual one.

A legitimate commission-based sales role at a real company will name the company, disclose the base wage, describe the product or service being sold, and explain the commission structure. If any of those are missing, research the company name before applying.

High turnover signals

Seeing the same role posted repeatedly by the same company on Indeed is a high-signal indicator of either high turnover or chronic difficulty filling the role. Indeed shows the number of times a posting has been reposted if it has been active for a while. Multiple postings for the same role title at the same company over a six-month window are worth investigating.

Glassdoor reviews mentioning management, turnover, or disorganization at the company are a secondary signal. Search the company name plus “Glassdoor” before your first interview. Consistent patterns across recent reviews (last 12 months) are more informative than outliers. One bad review can be a disgruntled former employee; five reviews in 12 months all mentioning “high turnover” or “management is disorganized” is a pattern.

In the interview, it is entirely reasonable to ask: “Why is this role open?” and “How long did the previous person in this role work here?” Legitimate employers have good answers to both. Evasive answers to these questions are informative.

Missing company name, no Canadian address

A legitimate Canadian employer names themselves in the posting. “Confidential employer” is occasionally used for executive searches where the organization does not want to signal an internal transition — this is rare and typically paired with a named search firm. A posting with no company name and no search firm credit, posted on a general job board, is a significant flag.

Similarly, a posting with no physical Canadian address or evidence of Canadian operations — no Canadian phone number, no .ca domain, no mention of the province of employment — may be a foreign entity operating outside Canadian employment standards or a fraudulent posting. Before providing any personal information, confirm the employer has a verifiable Canadian address.

If a posting asks for banking or tax information (a SIN, void cheque, or direct deposit form) before any in-person or video interview, stop. Legitimate employers collect this after a formal offer is signed, not during the application or early interview stage.

Impossible salaries and excessive requirements vs low pay

A data entry or administrative role paying $75,000–$90,000 with no explanation of why it pays that much is suspicious. Compare the listed salary to comparable roles on Indeed and Statistics Canada data for the same role in the same city. If it is significantly above market without an obvious explanation (specialized industry, unusual hours, danger pay), research the employer carefully before investing time in the process.

The inverse is equally problematic: a posting that requires five years of experience, a specific degree, bilingualism in French and English, and proficiency in five software platforms — for $18/hr. This signals either a poorly calibrated employer who does not understand the market for what they are asking, or a posting that has been inflated to justify rejecting all applicants and extending a temporary worker or insider instead.

Non-compete clauses listed in a job posting (before an offer, before you have discussed compensation) are another flag — these belong in an employment agreement after an offer, not in a public posting. For guidance on what a good posting looks like from the employer side, see our guide on how to write a job description that attracts talent.

Frequently asked questions