Interview red flags? Also, advice on how to request a salary range?

21 Comments

1. AnonymousJanuary 1,2025 at 7:32PM UTC

   I have been asked to share 90-day plans as part of the interviewing process so this is not as uncommon as you might think. Now as a standard I create one to proactively share before asked during the interviewing process. In fact it helped me land my current role 3 years 10 months ago at the age of 63 1/2 and I am still going strong there. You will need to do a lot of research on the company and then you can certainly focus on how you will get smart as a new hire while working for them including the types of people by role you will look to learn from. You are not expected to be an expert in their company but know the process for becoming one. Hope this helps.

2. AnonymousJanuary 3,2025 at 3:20PM UTC

   As I hiring manager, I don't ask for a plan in advance but it is an interview question I frequently ask a person coming in for a managerial role. Usually something like, you are new to this team and this company, how do you envision your first 30 - 90 days to get acclimated. I ask, not because I don't have a plan to onboard, but because I want to see how much time they have spent envisioning themselves in the role - do they talk about sitting down with the team 1:1 to see what they do, do they talk about things like team meetings to understand the team and the dynamics, do they mention getting an understanding of stakeholders, etc. I don't expect a 100% complete answer but it gives me an idea of their mindset and also their priorities. If they only talk about processes but not people, kind of a red flag. If they only talk about people but not understanding any processes, another flag. Can they hit the high points of what you would want to understand walking into a new role / company, then that's what I am looking for. As others have said, this is a non-profit and they do operate a bit differently so not 100% surprised about the homework and more "formal" assignment.

3. AnonymousJanuary 1,2025 at 7:42PM UTC

   See if you can find a job similar to this position on Occupational Outlook Handbook https://www.bls.gov/ooh/

   Then use this as a guide only with a salary range. As far as onboarding I find that to be quite odd. Onboarding is the method by which companies get their employees up and running. You could create what I call your onboarding expectations. In the first 30 days, you should expect introductions, meetings, information gathering with internal/external key people that you will work with (in this 30 day period, meetings should take place) and use this as a fact finding mission - including any gaps you see (I assume you are managing others?). In the 60 days, the information gathering should include 1:1 meetings with both internal and external people to understand better the challenges, gaps and to create goals. In the 90 day timeline, or the final 30 days, there should be action or some sort of measurable results. After your fact finding mission you can use the 6 month mark to activate the goals or new processes/procedures.
   Hard to say based on not knowing who this non-profit is or the goal, but either way, there should be a goal you are going to try and reach. In 6 months, what do you hope to accomplish (base this on key information, gaps that need attention such as processes/procedures, challenges, and suggestion for overall improvements).
   This is a test on how you are going to make change or rather, how you plan to make an impact in this org. There must be goals they are trying to reach and expect this position to do this. Hope that gives a jumping off point on assisting you in your thought process. I would go through this time, and see if is a fit. If it's not, move forward with an org that suits your skills better and an org that meets your needs. Finally as a professional interviewer in recruiting when I personally interviewed, I always used a moment to ask questions. What are your challenges, how would you measure the success of this role? These questions gave me information if I could match their needs, or if I thought their measurable results were actually reachable. Some people have the pie in the sky ideals that are not reachable. Finally, when I've interviewed, I always asked, what prompted the opening of this role? This is really good intel - is this a newly created role, did the person retire, or quit, or was let go. Lots of info gathering they want from you and I would suggest you also ask questions too. If you have been in a similar role, give them your salary range. If they can't meet it and it's not acceptable, move forward. As far as asking now, that question should have been asked 2 interviews ago. However, if they want to know your needs, tell them. If they say no, then this onboarding exercise, is null. If it is in your range, hopefully the suggestions are helpful. If you go through this and you have a gut feeling something is off, that's because it is. Don't ignore the gut feelings. Ever. I've hired for a living, and am now in higher ed helping others get jobs. People are afraid to ask questions, don't be afraid. I always tell people this interview is also you checking them out. In the past, they told me the salary up front as I have years of experience and am not a new kid on the block. Many times I was too experienced and too expensive. Keep us posted and good luck!

4. AnonymousJanuary 1,2025 at 9:50PM UTC

   Don't ask it in writing as you won't likely get it. Instead let them know you are considering a few companies and want to know if they can share the budget for this hire in a follow up phone call with either the recruiter or the hiring manager. As for the 30-60-90 if that is part of their process then share that but spend no more than 1 hour on it and make it a rubrik that can be completed with the hiring managers input. Ask about their current onboarding program because as a NP they may not have any budget for things like that. I don't see red flags but I do see the need for you to ask deeper questions so that you know how organized they are in there. Perhaps find someone who left there who you can speak to about the culture and environment. Good luck.

5. AnonymousJanuary 2,2025 at 3:09PM UTC

   You have gotten some great suggestions below.So I won't add to those... I would not invest a whole lot of time in a proposed on boarding plan.Since you don't even know if you are in the salary range or hiring consideration at this point... As far as the culture check, That doesn't surprise me and it is understandable.Especially for a non profit. I have worked for a couple of different non profits.And they all have a personal vibe and mission, So being able to fit easily is very helpful. This might be

   A golden opportunity to work somewhere With purpose so don't rule it out quite yet.. non profits run a bit differently than corporate America. Good luck!

6. AnonymousJanuary 3,2025 at 2:27AM UTC

   I would say red flags and walk away. Sounds like they want to use the interview as idea to gain your ideas without pay. I would walk away from it

7. EmpoweredGirl497476January 3,2025 at 2:26PM UTC

   I have been a Recruiter for over 20 years now. I work with my clients to help them find contractors as well as FTE's and I would say that these are all red flags. How are you supposed to prepare a plan for yourself when you are in the interviewing phase? I would come out and ask the salary range, why waste anyone's time? I personally had 6 interviews with a company who knew my salary range and during the process insisted that should I get an offer it will be within that range, and when that time came the offer was 30K LESS than the range I had given. But, the biggest red flag I see here is an interview to determine cultural fit. To me that tells me that the management style is tough/micromanagement and they have had turnover. And, a 'cultural fit' interview is more or less to determine if you will be compliant to that kind of a management style. I would consider walking away from this one, but that is purely up to you. Good luck!

8. AyianJanuary 3,2025 at 2:27PM UTC

   Nonprofit organizations are generally run very differently than the for profit sector including laborious interview processes, extended hiring times and responses times to inquiries about where the process is at present, excessive personnel at interviews so more people get to check your attitude, mannerisms, etc., and some other stuff like way too much homework. Not every nonprofit is like this, but enough of them are that your experience resonates with my experiences.

   The only specific red flag I see so far is the "what about everyone's political beliefs" check. Nonprofits largely run on values and when the political beliefs are wildly different, that indicates a deviation in values. That is a conversation not only to not enter into, but to shut down quickly in any pre employment contact with any person(s) related to an organization.

9. AnonymousJanuary 3,2025 at 3:12PM UTC

   The salaries of the executive team may give you some idea of the pay in advance as well. If the executive team makes less than your requirements it is going to be an issue. If they are in your range, it is an issue unless this role is part of the executive team, etc. You may be able to assess part of your question by reviewing this.

10. AnonymousJanuary 3,2025 at 3:38PM UTC

    First, non-profit organizations typically address one segment of society based on narrow criteria (social service needs, religion, income level, environmental advocacy, or social justice, to name a few). It is imperative to vet these organizations thoroughly to verify that you can morally and ethically meet their mission/vision and can agree/align your career goals around that mission and vision. For example, some church agencies (Catholic Charities, for example) may require you to practice in their faith and attend church regularly, especially for executive positions.

    For example, the "culture check" could ensure that there are no significant differences in political/religious alignments that would put you or the company at risk (think hiring a right-to-life person at Planned Parenthood). Depending on what the non-profit does, it could be a wise thing to do and not a red flag. As for defining your onboarding, at a Director's position, it is likely to make sure you have done your homework to understand what the agency is and does and see if you have any creative ideas that would benefit the organization. To keep from giving them a "business plan," keep it high-level. Discuss the pieces of the organization and the people you will need to get to know and understand and how you would prioritize them (based on your JD). Neither of these is a significant red flag based on what I know about non-profits (8 years of experience), but if your gut is giving you serious questions about this, then it might be good to listen to it.

    I would ask about the salary range when they call to schedule the next interview. "Could you give me a salary range? I need to make sure that it is within the range I'm looking for."

11. AnonymousJanuary 3,2025 at 3:44PM UTC

    Since I'm not in HR, please take my opinion with a grain of salt. There are many strange things that stand out about this interview, but the one thing that seems off to me is that they're asking you to devise your own onboarding process. I would think that that any onboarding process would be something that the existing HR department (if there is one) would handle and have ready to execute and not a new candidate. It appears as if they're piecing this thing together as they go along and using you as the guinea pig, which is concerning, because If they're doing this before you're even hired on, I could only imagine what other things they'll throw at you after you're hired - causing you all kinds of stress, especially when you're being tasked with a gazillion things that are totally unrelated to what you were hired in to do. Of course, the choice is yours as to whether or not proceed with this interview. But you may want to be cautious and ask questions in order to get clarity on the front end. All the best to you!

12. AnonymousJanuary 3,2025 at 5:33PM UTC

    I hope they are paying a high salary! This job is going to be work and is very corporate. They will constantly be asking you what you are working on and be measuring your progress. Do you need this stress? I would keep looking.

13. AnonymousJanuary 3,2025 at 5:36PM UTC

    I just had this very similar experience with a non-profit for a assistant director of hr role.The process was extremely long and communication was poor as they were waiting on the CEO. I was offered the position but 5k under the salary I told them I would consider in my 1st interview. I believed that was a major red flag to take so long and then to still offer less than I initially set forth. I asked for there benefits package and to no surprise the benefits were extremely expensive. I didn’t even negotiate I declined the offer because I believed this showed everything I needed to know.

14. C. CheekJanuary 4,2025 at 4:43PM UTC

    I would say you given me a lot to think about with the interviews and meeting( or what ever it was) I am curious on what the salary range and benefits package is. Also, we cannot always think hiring teams are well seasoned in their craft and are on par with the interviewing processes . Now a days it is best to give your self due diligence. If it does not feel right, trust your instincts.

15. AnonymousJanuary 4,2025 at 5:16PM UTC

    ??????

16. Moeed AhmedJanuary 5,2025 at 1:59PM UTC

    you may text or mail me at least 2 days before interview.

17. AnonymousJanuary 5,2025 at 2:34PM UTC

    Do you have solid np experience? A major difference IMO between np and corporate is the reason why people land the one place or the other.

    NP folks typically are mission driven and not money motivated as much as influence driven. This might explain their interest in learning how you get along with the different political persuasions. Corp folks are money-driven. Obviously, this is a roughly sketched view.

    All aspects of the interview process need to go into the mix in terms of how we evaluate potential offers.

    It's a bit unusual that they haven't asked about the salary aspect, and it's awesome that you didn't approach the subject. It's best to let them ask, in alignment with how they rolled out their process.

    You need to know your minimum, which is more than simple pay. Vacay, bennies, etc. - know what you need. Keep it under your hat, but these are things that can help you rule a co in or out.

    Being asked for the plan is how things are done. At the levels you're approaching, your focus and worth are much different than an individual contributor role. Would there be direct reports?

    These days, it's prudent to look at ourselves as solution providers, so you need to have a plan on what you can do for them. Knowing why you want to work there and what you have to offer is critical.

    Your 'plan' might or might not be what they need, but it's a way for them to get a glimpse into your approach, your experience going into the role, what you will do for them. This type of plan they want, before giving you more detail, is not out of the norm.

    (Get a copy of The First 90 Days - classic onboarding primer)

    Get familiar with AI platforms, use detailed prompts to get inspiration for this type of a plan.

    In 2024, average interview processes were 8-9 interviews over a longer period involving more people than ever before. Even then it could end as a reject. The ballgame has changed. It's not the same as last time you looked.

    We should always have our own onboarding plan! Know what you want from a role/company and see you get it, in addition to their onboarding plan.

    You don't mention if this is a step up role for you or a lateral role. You will find as you grow up the ladder the ground changes, you will invent things as you go.

    Don't worry about the salary - you're not even close to that worry yet. Your first concern is to get them to like you, to gain an offer. ONLY then, when you know they want you, are they open to hear what you need. Bringing up your need before convincing them you can fill their need is a classic job seeker error.

    If they know they want you, they can open up the purse strings.

    In the meantime, what else are you looking at? Don't overly focus on this one - get more in your mix.

18. Naomi Is KingJanuary 5,2025 at 6:53PM UTC

    No one can come up with a plan at any level without knowing what the needs and area of struggles are within a company or department. An interview absolutely goes both ways, the company is being interviewed as well. They might not warrant the hard work, effort or personal experience an individual brings to a company.

19. Naomi Is KingJanuary 5,2025 at 6:47PM UTC

    I would address exactly what you expressed here. "That before you provide the requested information, you'll need to understand the areas of concern within the company/department you'll be working with". Make sure to add "I also may have overlooked the salary range in the posting, could you remind me what the starting range is again. I want to make sure the position will be a good fit for me as well".

20. AnonJanuary 5,2025 at 10:44PM UTC

    I work for a non-profit, and "come in prepared with a 30 day, 90 day, 6 month onboarding and personal goals plan" gives building the plane as we're flying it mentality, a metaphor my work loves. They also love the "manage up" style, which means someone else is not manging. Have you asked why this position is available, or how long the person before you served in that role? I don't want to be totally discouraging, but if you want to move forward with the interview process and they do decide to hire you, you don't have to take the job if it doesn't meet your needs.

21. ChrishoggJanuary 6,2025 at 2:20AM UTC

    I don't know the details, of course, but the "how much are you offering?" ship has already sailed, and I think you're left standing on the dock.

    In the future:

    There will most likely be a short screening interview by an "underling," maybe 30- to 45-minutes. You could ask about salary then, but I'd wait until they call you in for a "full-blown" formal interview.

    And at this interview. after the employer has explained the role, they will most likely ask how you would approach it.

    If I were you, I'd follow this script:

    Them: So, Anonymous, we've looked at your 6-month plan, and can you walk us through that?

    You: I'd be happy to, but before we discuss that, can you tell me the budget or the range for this role?

    Them: Yes we'd be happy to ... what are you currently earning?

    You: I'm being appropriately compensated for the contribution I make. Can you share the compensation for this role?

    Them: Actually we don't do that, but let's proceed and make sure we're a good fit, and we can discuss compensation at the end of the process after you get to know us better.

    You: Actually, I think it would be more beneficial, and productive, if we could define the range that goes along with this role.

    Them: As I said, that would be better discussed at the end of this selection process.

    You: Thank you. but I'm really not sure doing so would be in both our best interests. I appreciate being considered for this role, and I think it is in line with my abilities, but at this point, unless we can both agree on a salary range, I'm going to withdraw my application. What should our next step be?

    Also, I think you would be very wise to know the salary range before doing a 30-90-day and 6-month plan, or providing any other tasks.

    But, getting it "in writing" at this stage seems a little over the top, and you might consider not doing that.