Written by Jo McGuinness, Senior Recruitment Manager at THINK Recruitment
If you’re job-hunting in the charity sector right now, you’re not alone. It’s a busy market, with lots of brilliant roles, but not every recruitment process is as thoughtful, inclusive, or transparent as it should be. Whether you’re new to the sector or a seasoned fundraiser, it’s important to pay attention to how an organisation hires. Because how they treat candidates often says a lot about how they treat staff.
Back in 2021 I wrote a blog for Fundraising Everywhere addressed to recruiting managers, begging them to stop with some of the red flag behaviour I had seen when job seeking. Now, 4 years on I am on the other side of the fence, working as a recruiter and championing good practise wherever and however I can. However, there are still red flags aplenty across the sector. Here are some be aware of and a few tips to help you either spot and avoid them, or check and challenge them from the job seekers perspective.
In the job ad: What they show (or don’t show…)
Job seeking takes time, effort and a lot of mental energy. It can be hard to fit it around your existing job and personal life so doing it with intention is crucial. Have your list of what is important to you, and where your red lines are. If you find a role that appeals but there are some red flags, don’t be afraid to query them – many of the below stem from the limited time recruitment is given by recruiting managers, and improvement comes when we check and challenge.
- Lack of transparency around salary: Thanks to campaigns such as We Show the Salary, most charity sector job ads display the salary rather than the previously all too common ‘competitive’. This is a great step but what we need now is clarity around salary bands; where candidates might be appointed along the band and why. When this information is lacking, it can suggest outdated practices and makes it harder for candidates to assess fit. It’s also a red flag for equity.
- Missing benefits or policies: If there’s no mention of benefits that matter such as a menopause policy, parental leave, mental health support or pension contributions it may reflect a lack of internal focus on staff wellbeing or a lack of understanding as to what truly matters to the employee base.
- ‘Flexible working’ with no detail: If flexibility is vague or not defined, ask. It might mean compressed hours or full remote working, or nothing at all. Great candidate packs provide clarity on how the organisation defines flexible working, and some even give examples of how this is demonstrated by team members.
- Excessively long person specs: If the list of essential criteria feels like a wish list for three different jobs, chances are the expectations in the role will be equally unrealistic. At THINK we challenge our client organisations to keep person specs under 10 criteria, focusing on what really matters.
- No insight into culture or values: A job ad should give a feel for what it’s like to work there. If it’s purely transactional, it might be a red flag for how people are valued.
- No timeframes given: If there’s no mention of interview dates or when candidates can expect to hear back, it can mean candidates are left in the dark later. Great job ads outline the timeframe upfront, giving candidates clarity and demonstrating an understanding of the value of jobseekers’ time.
- Jargon or outdated phrases: If you see lines like “hit the ground running,” “must thrive under pressure,” or “fast-paced environment,” it can signal a lack of support and high burnout culture. In fundraising very little we do is truly urgent and life threatening, so workplaces shouldn’t have the same expectations as an A&E department.
Beyond the job ad: How they act, not just what they say
Congratulations, you got that all important invite to interview. Now is the time to remember the classic ‘you are interviewing the organisation as much as they are interviewing you’. A cliché but true. Every interaction tells you something about the organisation, the culture, their values and how they are brought to life.
- Check behind the scenes: Look on Glassdoor, LinkedIn, or ask people in your network if they know what it’s really like to work there. This was something I wish I had done for a role I stayed in for just 3 weeks. Once I left, numerous sector friends told me they wouldn’t have touched the organisation with a barge pole. Let your network know you are job seeking, and which organisations you are scoping out. You never know what nuggets of gold your networks may reveal.
- The process asks for significant time and/or free labour: Three stage interviews for a fundraiser role, tasks that could take hours, comprehensive psychometric screening. It’s too much. Be especially mindful if interview tasks ask for your own intellectual property such as strategic plans or new fundraising ideas.
- Slow or inconsistent communication: If you’re chasing for updates or getting radio silence, it might be a sign of what communication is like internally, and potentially demonstrative of how the organisation values their staff.
- They won’t answer your questions: If an organisation isn’t open to clarifying pay, expectations or working arrangements before interview, that’s a concern. if there is the option to speak to the hiring manager, take the chance. It’s a great way to get insight into the team and expectations. Ask thoughtful questions about the role and culture that can’t be brought to life when reading off a job ad.
- No clear induction plan or sky-high expectations: If you’re expected to ‘transform’ things without onboarding or handover, you might be set up to fail. A great candidate pack will contain information about what a day in the role might look like, what success could look like within the role and what the induction support involves. If not detailed – ask.
- Something feels off: Your instincts are valid. If the tone or pace of the process doesn’t sit right, pay attention to it. Going through a recruiter can support with this. They often have knowledge of the role and organisation beyond the job ad so get in touch for a chat about your concerns.
Finally, if you’re working with a recruitment consultant, tell them what you really need. This includes salary expectations, flexibility, whether you’re in other processes. They want you to get the right role for you, having the full picture helps them advocate for you and being aware of situations such as having competing job offers will only help them work with you to get the best result.
So, please remember – recruitment is a two-way street. As much as you’re being assessed, you are assessing the recruiting organisation too. The right organisation (this goes for recruiters too!) will welcome your questions, respect your time, and be honest about what they can offer. If it doesn’t feel right, you’re allowed to walk away.
If you’re ever unsure or want to talk through a role, we’re here. Ethical recruitment isn’t just an idea at THINK — it’s baked into everything we do.
Want to build a stronger, more inclusive people culture, develop yourself and others? Whether you’re thinking about your next step, or helping others take theirs, join our Careers and Recruitment Conference this Thursday, 20th November 2025