Hiring managers don’t have a written list of red flags. They have a pattern memory — and the same patterns trigger the same reject reflex hundreds of times.
The 10 most common red flags
- Vague summary line (“results-driven,” “passionate,” “dynamic”). Replace with a 2-line specific positioning statement, or remove.
- Leadership-coded titles on IC applications. Fix.
- Missing dates or month-only dates. Always include both years; month if recent.
- “Personal projects” filling a gap. Be specific or label as “career break.”
- Team-size mentions on hands-on role applications. More.
- C-suite name-drops. “Reporting to the CEO” reads as flight risk for IC roles.
- No metrics. Every bullet should have a number.
- Generic skills list. Listed skills not in any bullet are ignored.
- 2-page resume for under 10 years of experience. One page until 10+ years.
- Inconsistent formatting. Different bullet styles, mixed font weights, etc. Reads sloppy.
The 6-second filter
These flags get caught fast because they’re visible in the silhouette. More on the silhouette read.
Run a diagnostic to catch yours
Run a diagnostic. It catches the structural red flags plus the JD-specific ones (verb density, scope language) that this generic list can’t surface.