A recruiter recently reached out to me to schedule a discussion about a West Coast-based role. After some correspondence, we agreed on a time and met. Prior to the meeting, the recruiter provided an overview of the company and the job description. However, during our conversation, it became apparent that critical details about the role, such as the travel requirements, were not included in the job listing. The position required 50% travel, primarily out of state, as the company lacked a hub in Seattle and had a limited sales presence in the area. This effectively eliminated the possibility of working locally. Additionally, when I inquired about the compensation, I found the salary to be below market expectations, especially considering the travel demands and the relatively modest OTE (on-target earnings) bonus. During the meeting, I explained that the position didn’t align with my current priorities. Taking a pay cut for such extensive travel, particularly given that most work appeared to be concentrated in the Midwest, was not a viable option for me. We agreed to pause and revisit future opportunities that better match my requirements. My feedback to the recruiter was to include travel requirements in the job description to streamline the selection process and save time for both candidates and recruiters.