Let’s Roast.
This isn’t just a job, it’s a three-week pressure cooker. A global football tournament needs a Senior Security Manager to guard everything but the actual games, yet the job ad reads like a Mad Libs reject. With no details on team support, established protocols, or even how you’re supposed to get around Boston’s sprawling suburbs, this role is a masterclass in how not to attract top talent. For candidates, it’s a leap of faith. For hiring managers, it’s a lesson in how vagueness breeds risk.
Follow along with the full job ad here:
The Bigger Picture
How do you design a high-stakes, short-term security role without creating more chaos than it prevents? This job ad exposes a critical flaw: temporary roles demand more transparency, not less. The lack of structure here isn’t just a hiring problem, it’s a safety liability. If the goal is to protect people and infrastructure, shouldn’t the job description do the same for the person taking the job?
At a Glance: The Job Profile
Job Title: Senior Security Manager
Report-to Title: Unknown
Company Size: A gajillion, but only every four years
Industry: Sporting Events
What do they do?: Global-level championship tournament for football.
Head Office Location: Zurich, Switzerland
Job Location: Boston, United States
Geographical Operating Area: Global
Job Type: Full-Time, Temporary Contract (Spring/Summer 2026
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:
What’s the actual scope? Are you managing a team, or are you a lone wolf? How many sites/venues are you responsible for?
What’s the crisis plan? Are there pre-existing protocols for emergencies, or are you expected to invent them on the fly?
What’s the reporting chain? Who do you answer to, and who answers to you? How does this role interface with competition-venue security?
What’s the real timeline? When does the role start/end? Are there expectations for pre-event planning or post-event wrap-up?
What’s the liability coverage? As a contractor, are you protected if something goes wrong? Who’s on the hook for legal/financial fallout?
What’s the logistical support? Is a vehicle provided? Are travel/accommodation costs covered for non-local hires?
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:
Outcomes of the Ad’s Flaws:
Attracts the wrong candidates: Without clarity, you’ll get applicants who are either overqualified (and will leave frustrated) or underprepared (and will fail).
Wastes time: Interviews will devolve into Q&A sessions about basics the ad should’ve covered.
Legal/operational risks: Vague requirements (e.g., no mention of background checks, vehicle access, or insurance) could lead to compliance gaps or safety oversights.
Reputation damage: A poorly designed ad signals disorganization, deterring top talent from future roles.
How to Fix It:
Partner, don’t DIY: Contract a specialized security firm with existing teams/protocols instead of hiring a solo manager to build everything from scratch.
Clarify the role’s boundaries: Define team size, reporting lines, and collaboration with other security entities (e.g., venue staff, local law enforcement).
Detail the “non-competition” scope: List the types of sites (hotels, training grounds) and their specific security needs.
Address logistics: Specify if a vehicle is required/provided, expected hours, and on-call duties.
Transparency on pay/benefits: Clarify if the per diem is net or gross, and whether contractors are responsible for their own taxes/insurance.
Highlight the “why”: Sell the once-in-a-lifetime experience—access to games, networking opportunities, or resume-boosting prestige.
The Verdict
Jennifer Houle:
5 / 10 (Job Ad)
Cannot Rate (Role Design)
Some of the basics were there for the job ad… it listed requirements and somewhat communicated the skills and background experience this person would need to be successful. But it was missing too much information to score better then a hair-pullingly aggressive “meh”. I couldn’t even rate the role design… they didn’t describe the responsibilities in any depth.
Paul Austin-Menear:
5 / 10 (Job Ad)
Cannot Rate (Role Design)
The information provided in the job ad was about as useful as a spacesuit designed for a turtle. On reflection, this really seemed like a job ad put out publicly to check a box that said “we recruited fairly” when they really had a candidate already lined up. I suspect this was an exercise in futility for anyone who applied to the job ad.
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.
