By Ashton Jackson

Copyright cnbc

When you apply for a new gig, don’t just zoom through the listing’s job description — because it might contain a few subtle red flags that hint at a toxic workplace, says serial entrepreneur Ben Askins.

Askins is a co-founder of Gaia, a London-based environmental software company. He previously co-founded digital marketing agency Verb Brands in 2013, which sold to Croud for an undisclosed amount in 2022. He’s the author of “My Boss Is A Moron: Strategies to Manage Up and Thrive in Any Workplace,” which published on September 30.

Look for these four specific concerns in any job description, Askins says:

Confusing corporate jargonNo salary or salary rangeUnclear job expectationsMandatory offerings disguised as benefits or perks

One of them isn’t necessarily disqualifying, but multiple could be a cause for worry. “If a company doesn’t care to do a good job on [the job description], that can only mean two things,” Askins says: “They’re careless in other parts of the business, which is a red flag. Or they don’t understand what this role is they’re recruiting for, which is a problem because you’re going to have shifting goal posts, making it very hard to succeed.”

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Another red flag, he says: “Loads of vague, bulls— business phrases stuffed into one section.” That might include phrases like “We’re looking for a candidate that can take us to the next level” or “If you’re someone who thinks outside the box, this job is for you.” Any statement that can have different definitions depending on the role or company should leave you with more questions than answers, says Askins.

Similarly, if there’s no salary listed, no clear targets or expectations, and mandatory offerings are described as benefits, alarm bells should ring in your head, Askins says. Each state has different legal employment mandates: In New York, for example, employers must provide at least 24 consecutive hours of rest per calendar week, and at least 30 minutes of unpaid lunch time for anyone who works more than six hours that day.

“You have to give that, you don’t get credit for it. The law enforces you to do it,” says Askins, adding: “You should be able to very clearly understand what the job is asking for.”

Job seekers may think that sending in a bunch of applications increases their chances of getting an interview, but getting a better idea of what you’re looking for and then following a more focused approach can save a lot of time and energy, says Jen DeLorenzo, a career coach and founder of professional coaching business The Career Raven.

“You’re just kind of, like, spraying and praying at this point,” DeLorenzo told CNBC Make It on September 9. “It’s just not a good strategy.”

Instead, after narrowing down your search to the roles you find compelling, establish your biggest negotiables and non-negotiables — from salary and remote work flexibility to mentorship programs and retirement saving benefits — so you can make sure each job description aligns with them, says Askins.

“The job description stage is the point where you have the most control, because you get to decide whether you join a business or not,” he says. “And it’s much harder to [back out] once you’re in there.”

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