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You find a role. It sounds perfect. Salary is in range. The company name you recognize. You are three paragraphs down in the job description when something small nags you, but you are not sure what. You close the tab, come back to it the next morning, and apply anyway. You have been searching long enough. You push the doubt down.

Six weeks later you are in the final round, and the hiring manager finally admits the role was frozen three months ago and they are just now unfreezing the budget. Or you get the offer and the actual scope is a third of what the posting promised. Or you start, and the team is three people instead of the team of six they recruited you to manage.

You learned the lesson you should have caught while reading the posting.

The job market right now is flooded with roles that are not what they claim to be. Some are accidentally broken (the hiring manager left, the budget shifted, the scope shrank before they posted). Some are deliberately misleading (the company is testing how many desperate people will apply, the role is actually a demotion pretending to be a promotion, the team is toxic and they are cycling through bodies). And some are just dead: the role has been reposted five times in two years because no one who takes it stays, or the company is fishing for resumes to claim diversity for the press, or they want the competitor's org chart.

Before you spend six weeks interviewing a phantom, read the posting like a contract, not a hope. Three things will tell you if the role is real before you ever speak to a human.

A real role describes the actual function. A broken role describes the company's wishlist and the candidate's burden. Read closely.

Real posting: "You will manage a team of three data engineers building our internal analytics pipeline. Current projects include X, Y, Z. You report to the VP of Data."

Broken posting: "We are looking for a talented, driven leader to transform our data function and drive insights across the organization. You will be expected to upskill team members and implement best practices. We value ownership, innovation, and collaborative leadership."

That second one is a warning label. "Drive insights across the organization" means nobody is currently driving insights and the company does not know how to fix it. "Upskill team members" means the current team is not good enough and nobody has told them. "Expected to implement best practices" means they want someone else to solve the problem they created by hiring the wrong people in the first place. You are not taking a management role, you are inheriting a disaster.

Before you apply, find a real job description on LinkedIn, Glassdoor, or the Internet Archive (Wayback Machine) for the same role at the same company from a year or two ago. Compare them. If the current posting is vaguer or more ambitious about "transformation," the role itself has not changed, only their desperation has. That is a structural warning.

If the role is real, the posting will be internally consistent. If it is broken or reinvented on the fly, the posting will show the seams.

Watch for: Salary posted as a range at the top, but a line about "equity potential" and "flexible compensation" later (translation: they do not know what this role should pay, and they have no budget). Team size described as "you will work with a team of five" but the responsibilities section assumes six reports and solo coverage of a function that usually needs two people (translation: someone left or they never hired, and they are asking you to cover it). Seniority described as "mid-level individual contributor" but the problems assigned to you are executive-scope (translation: they want a bargain executive and will burn you out expecting executive-level work). Remote listed as "flexible" but the job demands daily stand-ups across four time zones (translation: the flexible policy does not actually exist).

Grab the posting, search the exact job title plus the company name, and see if the same role is posted elsewhere or has been reposted recently. If the same opening is on five different job boards and has been live for eight months, something is wrong. It is not the job market. It is the role.

Every real role exists because something changed. Either the company grew, or someone left, or a new business line opened, or they finally have budget for work that has been manual. A broken posting avoids the reason entirely. It just says "we are hiring."

Real reason: "Following our expansion into the EU, we are looking for a customer success manager in London to cover our expanding client base in UK and Ireland."

Broken reason (or no reason): "We are growing our customer success team. We are looking for a self-starter with passion for solving customer problems and driving retention metrics."

If the posting does not name what happened (acquisition, departure, budget approval, new contract), it is because the answer is a warning flag. Maybe the departure happened and they are bad at replacing people. Maybe the budget is temporary. Maybe the role is made up and they just want to see if anyone desperate enough will take it.

Before you apply, search the company on LinkedIn and Glassdoor. Has someone in this exact role left recently? Is the company in hiring freeze mode according to recent posts from current employees? Did they just announce revenue miss or layoffs on their blog? The reason they are hiring is baked into the public record. If the reason is not in the job posting, read between the lines.

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Sometimes the reverse problem is equally suspicious. The posting describes your exact background, your exact preferences, your exact salary. It reads like someone wrote it from your resume.

That is sometimes because someone in that company already knows you and they are writing it to get you in the door. But it is much more often because the role does not exist yet and they are copy-pasting descriptions from similar roles at other companies, or they are hiring for a role that already failed once and they are trying to attract a specific type of person to replace the last one who did not work out.

If the posting feels like it was written for you specifically, email someone in the company before you apply and ask directly: "Is there currently someone in this role? If so, what is the transition plan?" A real hiring manager will tell you. Someone hiring to replace a failure or a manufactured role will go quiet.

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