James' World 2

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Joynese Speller was excited to start a new job as a project delivery specialist for a health care company on June 6.

As she wrapped up at her old nonprofit job on a Friday, she emailed her new company to confirm her start time on Monday. Hours later, she got another email: The company had some logistics to work out on their end, so Speller would actually start on Tuesday. That slid into Wednesday, and then Thursday.

On Friday, Speller got a phone call. Due to budget cuts, the job she hadn’t even started yet was being eliminated.

“I was told they were trying to find me a position in a different department, but it’s also the end of their fiscal year, so they’re taking a long time to get back to me,” Speller, 26, of Charlotte, North Carolina, tells CNBC Make It. “I left one job thinking I was going to another, so I wasn’t financially prepared for what was coming.”

Going back to her old workplace, which she says was “toxic” and had high turnover, wasn’t an option — but she needed to pay for a car repair and care for her 4-year-old son. She’s been doing Doordash deliveries to make ends meet for the past three weeks.

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Job posts can tell you a lot about what you’re in for, both good and bad.

If you know what red flags to look for in a job ad, you may be able to spare yourself the trouble of dealing with a bad job or employer and experiencing new-hire’s remorse.

Here are the red flags experts say to watch for in job posts, and what they may signal about a potential employer or position.

Omitting information about pay

One of the most important aspects when considering a job is compensation.

“When people ask me if they should include salary in a job post, I ask them, “Have you ever taken a job without knowing how much money you would make first?'” said Katrina Kibben, a job post consultant and founder of Three Ears Media. “It’s just basic human choice. We would never accept a job without knowing how much money we’d get in it. We cannot make a decision without that core information.”

So when a company dances around the subject or makes no mention

of it at all, it’s worth noting.

“Look for vague compensation language,” said Keirsten Greggs, a talent acquisition consultant, career coach, and founder of TRAP Recruiter. “They should be able to give you a range.”

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How to tell when someone is lying—and get the truth out of them

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