Before you advance in a process where flexibility matters, audit what you have actually been told against what the evidence from the process and outside sources shows, so you are not finding out at the offer stage.
How It Works
1
What Flexibility You Need
1 dropdown and 1 field to fill in.
2
What You Have Been Told
1 dropdown and 2 fields to fill in.
3
Evidence from the Process
8 checkboxes.
What Flexibility You Need
What You Have Been Told
Evidence from the Process
Check everything that is true about how this organization has operated during the hiring process.
Positive signals (check all that apply)
The hiring process has been well-organized, communicated clearly, and has run on the timeline they described
The recruiter or hiring manager has been respectful of my time and scheduling needs throughout the process
The interviews have been scheduled with reasonable notice and at times that work for the candidate
The people I have spoken with have described their actual work schedules or practices, not just the policy
Negative signals (check all that apply)
Interviews were scheduled with very short notice or at times that assumed immediate availability
The process has moved more slowly or less transparently than what was originally described
Hiring team members have made offhand comments about long hours, always-on expectations, or difficulty disconnecting
The policy language I was given felt like a script rather than a description of how people actually work
Outside Sources
Your Flexibility Claims Audit
Copied.
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Review the Full Offer Before You Sign
The Offer Due Diligence Checklist helps you verify every material claim made during the hiring process against what the offer and start-date conversation actually reflect, before you accept.