Imagine .... scrolling through LinkedIn on a Tuesday morning in November, your third cup of coffee going cold beside you. You spot it again – that same "exciting opportunity" for a Marketing Manager at a tech company you've been seeing since last summer. You remember because you almost applied back in August, then saw it again in October, and now here it is, posted "2 days ago" for what must be the fifth time.
You start to wonder: is this company perpetually constantly losing staff? Are they impossibly picky? Or is something else going on entirely?
Let me give you an example:
Sarah, a digital marketing professional with seven years' experience. She's been casually job hunting for about eight months, not desperately seeking to leave her current role but open to the right opportunity. She's noticed the same pattern with a particular "Senior Marketing Executive" position at a mid-sized agency. Every few weeks, there it is again, freshly posted with the same enthusiastic description about "innovative campaigns" and "collaborative culture."
Intrigued and slightly suspicious, Sarah decided to apply anyway. What she discovered during the interview process revealed a lot about why companies keep reposting the same roles – and not all of it was encouraging.
Why Companies Keep the Same Jobs Live All Year
Before we have a closer look at the warning signs, it's worth understanding that perpetually advertised positions aren't always red flags. Sometimes, there are perfectly legitimate reasons behind this practice.
Building a talent pipeline. Some companies, particularly larger organisations or those in competitive industries, maintain "evergreen" job adverts to continuously collect CVs. They're not necessarily hiring right now, but they want a ready pool of candidates when they do need someone. It's a bit like keeping a well-stocked pantry – better to have options available than to scramble when you're desperate.
High turnover roles. Certain positions genuinely see regular turnover. Think graduate schemes, sales roles, or seasonal positions. Companies might keep these adverts running because they know they'll need to fill these spots multiple times throughout the year. It's not necessarily sinister; it's just the nature of the role.
They genuinely can't find the right person. Sometimes the job requirements are highly specialised, or the company is looking for a unicorn – someone with an impossibly specific combination of skills and experience. Rather than compromise, they keep looking, hoping the perfect candidate will eventually appear.
The role keeps becoming vacant. This is where things get dodgy. If people keep leaving the same position, the company might be trying to hide deeper issues – toxic management, unrealistic expectations, poor pay, or a problematic work environment.
They're fishing for market intelligence. Some companies post jobs they're not seriously trying to fill just to see what talent is available, what salary expectations look like, or even to make their company appear more dynamic and growing than it actually is. It's a bit like window shopping, but with people's career hopes.
Internal politics and bureaucracy. The role might be caught in organisational limbo – perhaps budget approval keeps getting delayed, or departments are arguing over the job description. Meanwhile, HR keeps reposting to justify the eventual hire or maintain visibility.
What to Look Out For
So you've spotted a job that seems to be immortal. Before you invest time in applying, here are some warning signs to watch for:
Vague or contradictory job descriptions. If the advert reads like it was written by committee – asking for everything from social media expertise to data analysis to graphic design to event management – they probably don't know what they actually need. This often means you'll end up doing everyone's unwanted tasks.
Wildly unrealistic requirements. "Entry-level position requiring 5 years' experience" is the classic example, but also watch for job adverts asking for expert-level skills in a dozen different areas whilst offering a junior salary. This suggests either they're delusional about the market or trying to drastically underpay someone.
The salary range is missing or suspiciously broad. "Competitive salary" means nothing. If they're not willing to give even a rough range, they're either paying poorly or don't want to commit to fair compensation. A range like "£25,000-£55,000" suggests they'll assess you and pay accordingly – usually on the lower end.
Company reviews tell a story. Pop over to Glassdoor and read between the lines. Multiple reviews mentioning the same issues – micromanagement, unclear expectations, poor work-life balance – especially for the specific department you're applying to, should set off alarm bells.
The advert language feels off. Excessive emphasis on being "thick-skinned," "able to work under pressure," or part of a "work hard, play hard culture" often translates to "we're going to grind you into dust but there's beer on Fridays." Similarly, too much focus on "passion" and "going above and beyond" can mean "we expect unpaid overtime."
No response to applications. If you've applied months ago and heard nothing, yet the job keeps reappearing, it suggests their hiring process is either chaotic or the role isn't actually active. Sarah experienced exactly this – her first application disappeared into a void, prompting her to reapply when it was posted again.
Questions to Ask at Interview
If you do make it to the interview stage (as Sarah did), this is your chance to understand what's really happening. Don't be afraid to ask direct questions – a company worth working for will appreciate your diligence.
"How long has this position been open?" This is a perfectly reasonable question. If they hesitate or give a vague answer, probe gently: "I noticed the advert has been posted several times – is there something specific you're looking for that's been difficult to find?"
"Why is this position vacant?" The answer tells you a lot. "The previous person was promoted" is good. "We're expanding the team" is promising. "It's a new role" requires follow-up about why they've decided they need it now. "The last person left" needs the crucial follow-up: "How long were they in the role?"
"What happened to the last person in this role?" If they've had three people leave in two years, you need to know why. Were they promoted? Did they move abroad? Or did they flee for their sanity?
"What does success look like in the first three, six, and twelve months?" This reveals whether they have realistic expectations. If they expect you to revolutionise their entire marketing strategy in three months whilst also managing day-to-day operations, you're looking at burnout central.
"Can you tell me about the team I'd be working with?" Listen for how they describe their colleagues and management. Also note who's actually interviewing you – are they people you'd work with directly, or random senior managers who don't really know the role?
"What's the typical working week like?" This uncovers the reality behind "flexible working" and "great work-life balance." Ask about expectations around emails after hours, weekend work, and how they handle busy periods.
"What's your staff retention like, particularly in this department?" Bold, but effective. Their reaction tells you as much as their answer.
"Why has the position been advertised multiple times?" Sarah asked this directly in her second interview. The hiring manager admitted they'd been "waiting for the right cultural fit" – which can be code for all sorts of things, from discriminatory hiring practices to simply being unable to make a decision.
Trust Your Instincts
After Sarah's interview experience, she decided not to proceed. The role had been open for over a year, three people had left it in the previous two years, and the salary offered was £25,000 less than the market rate. The hiring manager also made several comments about expecting "dedication beyond the job description," which Sarah rightly interpreted as unpaid overtime.
Here's the thing: in a healthy job market (or even a challenging one), good employers don't struggle to fill decent roles for months on end. If a position has been advertised throughout the entire year, something's usually amiss. It might be poor pay, unrealistic expectations, a toxic boss, or simply organisational dysfunction.
That doesn't mean you should automatically dismiss every long-standing advert. Perhaps it genuinely is a specialised role, or they're building a talent pool for genuine future expansion. But you owe it to yourself to investigate thoroughly.
Your career is too important to walk blindly into a revolving-door situation. Use the interview as much to assess them as they're assessing you. Ask the difficult questions. Research the company properly. And if something feels off – if their answers are evasive, if the reviews are damning, if the salary is insulting – trust that instinct.
The right job is worth waiting for, and the wrong one can set your career back years. That perpetually advertised position might just be waiting for the perfect candidate, but it's more likely waiting for someone desperate enough not to ask questions.
Don't be that person.
If you know someone who might find this helpful, don’t keep it to yourself—please share it.
You never know how much of a difference it could make in someone’s life.
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