what you expect from this job

[McSamantha]

I’ve been in the hiring seat for over a decade, and the single most important thing I expect from a candidate is clarity about their own goals. When someone can articulate what they want from a role—beyond just a paycheck—it signals self-awareness and reduces the risk of early turnover. In practice, I look for three core expectations: growth potential, cultural fit, and meaningful work.

For example, a candidate who says “I want to develop my project management skills and eventually lead a team” is far more valuable than one who just lists salary requirements. To help both sides, I always share a table of what we’ve found top performers prioritize:

Expectation	Why It Matters	Typical Weight in Decision
Career development	Long-term engagement	40%
Work-life balance	Retention and well-being	30%
Compensation & benefits	Immediate needs	20%
Company mission	Emotional connection	10%

These numbers come from exit interviews and performance reviews we’ve conducted internally. The takeaway: if you can’t name what you expect from a job, you’re likely to accept a mismatch. I’ve seen too many hires leave within six months because they didn’t ask about these factors upfront. So my advice is always the same: before stepping into an interview, write down your top three expectations. That not only helps you evaluate the offer but also shows the employer you’re thoughtful and committed.

[VanJosie]

Honestly, I just want a job that respects my time. I’ve worked 60-hour weeks for years, and I’m tired of the burnout cycle. Flexible hours and remote options are non-negotiable for me now. I also expect honest communication about workload—no more “we’re a family” nonsense. If a company can’t tell me what a typical day looks like, I’m out.

[Mildred]

I coach people to reframe