How to Know If a Job Offer Is Good (5 Red Flags to Watch For)

You got the offer. The recruiter sounds excited. The role seems interesting. And there's a number on the page that's... fine? Maybe? You're not entirely sure.

This is the moment where most people make one of two mistakes: they accept too quickly because the relief of ending a job search overwhelms their judgment, or they agonize over the decision without a clear framework for evaluating what's in front of them.

Neither approach serves you well. What you need is a systematic way to assess the offer — not just the salary number, but the full picture of what you're signing up for. And critically, you need to know which warning signs mean "negotiate harder" versus which ones mean "walk away."

This guide gives you five specific red flags to watch for, concrete examples of what good versus bad offers look like, and a practical checklist you can use before accepting any job offer.

Why Evaluating a Job Offer Matters More Than You Think

A job offer isn't just a salary. It's a package of compensation, expectations, culture signals, and legal terms that will define your daily life for the next one to five years. Accepting a bad offer doesn't just cost you money — it costs you time, energy, career momentum, and sometimes your mental health.

The problem is that most of us evaluate offers emotionally. After weeks or months of applications, interviews, and waiting, an offer feels like validation. We want to say yes because it means the search is over.

But the search ending badly is worse than the search continuing. A role that underpays you, burns you out, or puts you in a toxic environment will send you back to the job market within a year — with a worse resume gap and depleted confidence.

Let's look at the specific red flags that distinguish a good offer from a problematic one.

Red Flag 1: The Salary Is Significantly Below Market Rate

This is the most common — and most quantifiable — red flag. If the offered base salary is 15% or more below the market median for your role, experience level, and location, something is wrong.

What this looks like:

You're offered $95K for a mid-level Software Engineer role in Seattle, where the median is $140K

The "competitive salary" the posting promised turns out to be bottom-of-market

The company says they "make up for it with culture" or "equity potential"

What a good offer looks like:

A good offer lands at or above the market median — typically between the 50th and 75th percentile for your role and city. For a mid-level Software Engineer in Seattle, that means $135K–$160K base.

How to check: Use CareerCheck's salary data to benchmark the offer against current market ranges for your specific role and city. Cross-reference with Levels.fyi for tech companies, and check job postings in states with salary transparency laws (California, New York, Colorado, Washington) for real ranges companies are publishing.

If the offer is below market, this doesn't automatically mean walk away — it means negotiate. Counter with data. If the company can't reach market rate after negotiation, then you know where you stand.

The exception: Early-stage startups sometimes offer below-market base salary offset by meaningful equity. This can be legitimate — but only if the equity is clearly documented with a vesting schedule, the company is well-funded, and you understand the risk. "We'll give you equity later" without specifics is not a real offer.

Red Flag 2: They Pressure You to Decide Immediately

"We need your answer by end of day."

"This offer expires in 24 hours."

"We have other candidates waiting — can you let us know right now?"

Any employer that pressures you into an immediate decision is either hiding something or operating with a level of impatience that tells you exactly how they'll treat you as an employee.

Why this is a red flag:

Legitimate companies understand that accepting a job is one of the most significant financial and personal decisions you make. They've spent weeks evaluating you — they can wait 48 to 72 hours for your response. Pressure tactics exist because scrutiny reveals problems. The less time you have to evaluate, the less likely you are to notice the salary is below market, the benefits are thin, or the role is different from what was discussed.

What a good offer looks like:

A reasonable company gives you 3–7 business days to review the full offer, ask questions, and make a decision. Many companies proactively say "take your time" or "let us know if you'd like to discuss any of the terms."

What to do if pressured:

"I appreciate the offer and I'm very interested. I'd like to take [48–72 hours / until Friday] to review the complete terms. I want to make a thoughtful decision rather than a rushed one — I think that's best for both of us."

If they say no to this completely reasonable request, you've just learned something important about how this company operates.

Red Flag 3: Vague or Missing Compensation Details

An offer letter should be specific. If you're squinting at a letter that mentions "competitive salary" without a number, "benefits available" without details, or "equity participation" without a grant size or vesting schedule — that's a problem.

Common forms of vagueness:

No written base salary (verbal number only)

Benefits described as "standard" or "competitive" with no specifics

Equity mentioned but no share count, strike price, or vesting schedule

Bonus described as "discretionary" with no target percentage

Job title or reporting structure left undefined

"Salary to be discussed after start date" — this is a serious red flag

What a good offer looks like:

A clear offer letter specifies:

Base salary — exact annual amount

Start date — specific day

Job title and reporting manager — who you report to

Benefits — health insurance (when it starts, employer contribution), dental, vision, PTO days, retirement match percentage

Equity — number of options/RSUs, vesting schedule (typically 4-year with 1-year cliff), strike price for options

Bonus — target percentage and payout frequency

At-will employment terms — standard but should be stated

Real-world comparison: Bad offer: "We're pleased to offer you a position as an engineer. Your compensation will be competitive and commensurate with experience. Benefits included." Good offer: "We're pleased to offer you the position of Senior Software Engineer, reporting to [Name], VP of Engineering. Your annual base salary will be $155,000, paid bi-weekly. You will receive a one-time signing bonus of $10,000. You will be granted 5,000 RSUs vesting over four years with a one-year cliff. Target annual bonus is 15% of base salary. Benefits begin on your first day, including medical, dental, and vision (employer covers 90% of premiums), 20 days PTO, and 4% 401(k) match."

If your offer letter looks more like the first example, ask for specifics in writing before signing. This is completely standard and any professional employer will comply.

Red Flag 4: High Turnover Signals

If the role you're being offered has been vacant for an unusually long time — or has been filled and vacated multiple times in a short period — pay attention.

How to spot turnover red flags:

The job has been posted for 3+ months. Check the original posting date. If a role has been open since August and they're offering in February, either the hiring process is dysfunctional, or previous candidates turned it down after seeing the full picture.

Your interviewer mentions the previous person left "recently." Ask how long they were in the role. If the answer is less than a year, ask what happened. Multiple short tenures in the same role is a pattern, not bad luck.

LinkedIn shows a trail of people who held your title briefly. Search for people who listed this company and your target title. If you see three people who each lasted 6–12 months, the problem is the role or the management — not the individuals.

Glassdoor reviews mention turnover, micromanagement, or burnout. Take individual reviews with a grain of salt, but look for patterns. Five reviews mentioning the same problem is a signal.

The team seems understaffed. If your interviewers mention being "stretched thin," "wearing many hats," or working weekends regularly, you're likely walking into a situation where you'll be expected to do the same.

What a good situation looks like:

The role is being created due to team growth (not backfilling someone who burned out). The team has stable tenure — people have been there 2+ years. Your interviewers speak positively about work-life balance and can describe clear career progression paths.

Red Flag 5: The Role Description Changed Between Interview and Offer

You interviewed for a Senior Frontend Engineer working on the consumer product. The offer letter says "Software Engineer" and mentions "supporting internal tools as needed." The salary reflects the lower title.

This bait-and-switch is more common than you'd think, and it comes in several forms:

Title downgrade — You interviewed for a senior role but the offer reflects a mid-level title (and pay)

Scope expansion — The role now includes responsibilities that weren't discussed, like on-call rotations, managing a team, or travel requirements

Team change — You'd be reporting to a different manager or joining a different team than discussed

Location shift — The role was described as remote but the offer requires hybrid or on-site attendance

"Flexible" start, rigid reality — Remote work was "possible" during interviews but the offer says "on-site required after 90 days"

Why this is a red flag:

A company that changes terms between interview and offer is telling you that what they communicated during the hiring process isn't reliable. If they'll change the deal now — when they're trying to attract you — imagine what they'll do after you've signed.

What to do:

Compare the offer letter against your interview notes point by point. If anything doesn't match, address it immediately:

"I noticed the offer lists the title as [X], but during our interviews we discussed [Y]. Can you clarify the change? I want to make sure we're aligned on the role and level before I finalize my decision."

If the company has a reasonable explanation (sometimes titles get adjusted by HR during the formal offer process), they'll clarify and correct. If they deflect, minimize, or gaslight you about what was discussed — that's your exit signal.

Your Job Offer Evaluation Checklist

Before accepting any offer, run through this checklist:

Compensation

[ ] Base salary is at or above market median for your role, level, and city (check here)

[ ] Total compensation (base + equity + bonus) is competitive

[ ] Compensation is clearly stated in writing — no verbal-only promises

[ ] Equity has a defined grant, vesting schedule, and (for options) strike price

[ ] Bonus target percentage and structure are documented

Benefits and Terms

[ ] Health insurance details are specified (coverage, employer contribution, start date)

[ ] PTO policy is clear (number of days, accrual vs. front-loaded)

[ ] Retirement benefits are outlined (401(k)/pension match percentage)

[ ] Remote/hybrid policy matches what was discussed in interviews

[ ] Start date works for your timeline

Role Clarity

[ ] Job title matches what was discussed during interviews

[ ] Reporting structure is defined (you know who your manager is)

[ ] Responsibilities align with the interview conversations

[ ] No surprise requirements (on-call, travel, scope changes)

Company Health Signals

[ ] The team has reasonable tenure (not mass departures)

[ ] Glassdoor/LinkedIn reviews don't show pattern of the same complaints

[ ] The role isn't being filled for the third time in two years

[ ] You were given adequate time (48+ hours) to review and decide

Your Gut Check

[ ] You can explain why you want this job beyond "I need a job"

[ ] The role advances your career in a direction you've chosen

[ ] You didn't feel pressured, misled, or disrespected during the process

If you can check every box, you're likely looking at a strong offer. If three or more items are unchecked — especially in the compensation or company health sections — it's time to negotiate, ask harder questions, or walk away.

The Bottom Line

A job offer is not a gift — it's a business transaction. The company has evaluated you and decided you're worth hiring. Now it's your turn to evaluate them with the same rigor.

Most bad job experiences don't start on a bad day at work. They start with a bad offer that someone accepted because they didn't know what to look for, felt pressured, or were too relieved to be critical. The five red flags in this guide — below-market salary, decision pressure, vague terms, high turnover signals, and bait-and-switch role changes — will catch the vast majority of problematic offers before you sign.

And remember: identifying a red flag doesn't always mean rejecting the offer. Sometimes it means negotiating. A below-market salary can be countered. Vague terms can be clarified. But you can only address problems you've identified — which is why evaluating the offer systematically matters more than any single tactic.

Check what your role is worth before evaluating your next offer: Explore salary data by role and city → Already have an offer in hand? Learn how to answer salary expectations questions or get our step-by-step salary negotiation playbook.