Let’s Roast.
What do you call a job ad that’s equal parts vague, condescending, and legally dubious? This week’s episode. A wealth management firm is hiring a “Director of First Impressions”… a role that sounds like a leadership position but is actually a receptionist gig with a side of emotional labour, gender bias, and a “work hard, play hard” culture that’s code for “we’ll own your evenings and weekends.” For job seekers, it’s a warning. For hiring managers, it’s a cautionary tale. Buckle up.
Follow along with the full job ad here:
The Bigger Picture
How do we design job postings that reflect the actual value of administrative work… without resorting to title inflation, gender coding, or cultural red flags? This episode isn’t just a roast; it’s a challenge to rethink how we signal respect, clarity, and sustainability in hiring.
At a Glance: The Job Profile
Job Title: Director of First Impressions
Report-to Title: Unknown
Company Size: Unknown
Industry: Wealth Management
What do they do?: Wealth management firm overseeing approximately $300M in assets under management
Head Office Location: Indian Wells, CA
Job Location: Indian Wells, CA
Geographical Operating Area: Unknown
Job Type: Full-Time, In-Office
For the Job Seekers
Did you come across a job ad like this? These questions might help you shed some light on what working there is really like:
If you see “Director of First Impressions,” ask: Is this a receptionist role with a fancy title, or does it come with actual leadership responsibilities and pay?
When a job ad uses terms like “bubbly” or “energetic,” ask: Are they describing the work environment, or are they filtering for a specific (and potentially discriminatory) “type”?
If the ad mentions “work hard, play hard,” ask: What does “play” actually entail, and is it mandatory? How will my work-life balance be impacted?
No salary listed? Ask: Why not? And be prepared to negotiate hard or walk away.
If the role blends administrative, sales, and event duties, ask: How will success be measured in each area? And is the compensation fair for the scope?
For the Job-Seeker Seekers
Are you writing a job ad for a similar role? Consider these hidden issues that might impact the success of your recruitment campaign:
Issues this posting creates
Legal Risks: Gender-coded language (“bubbly,” “herself”) and ageist terms (“younger office environment”) could expose the firm to discrimination lawsuits.
Title Inflation: Calling a receptionist a “Director” devalues the role, sets unrealistic expectations for candidates, and could harm their future job prospects.
Cultural Red Flags: “Work hard, play hard” signals a lack of boundaries, potential burnout, and a high risk of inappropriate behavior (e.g., mandatory socializing, harassment).
Unclear Expectations: Blending administrative, sales, and event duties without clear priorities or compensation structures leads to role confusion and employee frustration.
Missed Opportunities: Failing to list salary or industry-specific experience (e.g., finance) limits the candidate pool and signals a lack of transparency.
How to address them
Ditch the gendered/ageist language. Describe the work (e.g., “create a welcoming environment for clients”) instead of the personality (e.g., “bubbly”).
Clarify the title and scope. If it’s a receptionist role, call it that, and compensate it fairly. If it’s a hybrid role, define the split of duties and success metrics.
Ban “work hard, play hard.” Replace it with concrete benefits (e.g., “flexible hours,” “professional development budget”) that respect work-life balance.
Post the salary. Transparency builds trust and saves time for everyone.
Specify industry experience. If CRM or finance knowledge is helpful, say so…don’t assume candidates will “figure it out.”
The Verdict
Paul Austin-Menear:
4 / 10 (Job Ad)
1 / 10 (Role Design)
The job ad was okay… in the sense of spelling, grammar, and syntax, anyway. What the job ad communicated though was deeply problematic, and makes me hope that the firm’s misconduct insurance is robust. There will be a harassment lawsuit one day, for sure. The role design was idiotic… they signalled what they want, but what they want didn’t make sense. The requirements were envisioned by someone who doesn’t understand what they need or the human toll it will exact.
Jennifer Houle:
2 / 10 (Job Ad)
0 / 10 (Role Design)
The language they chose for the job ad is really telling, and I just can’t separate it from the things which were positive about the job ad, overall. It’s problematic, and discriminatory… hinting at an underlying culture that is the same. The role design basically guarantees that the person taking this role won’t have a life beyond work and colleagues. Feels a bit like indoctrination. Nasty.
Support the Show
Roast the Post is a passion project of Jennifer Houle and Paul Austin-Menear. The show helps job-seekers and employers get dud job ads out of their lives. There are several ways that you can help us on our mission to unf*ck the hiring process…
1 —> Share this episode with someone who’d like it.
2 —> Pick up a copy of our new e-Book, the Job Description Decoder and leave a review. Proceeds will be donated equally to Ronald McDonald House BC & Yukon and the Toronto Humane Society.
3 —> Send us a one-time or recurring tip on Buy Me a Coffee. This helps pay for our production costs.
