We’ve all seen it—a job posting that seems tailor-made for your skills, aspirations, and career goals. As you scroll through the description, you envision yourself thriving in the role. But then a nagging doubt creeps in.

Is this job wired for someone else?

In the competitive world of international development, especially in niche fields like digital development, not all job postings are as open as they appear. Many organizations already have a candidate in mind, and the hiring process is more about meeting procedural requirements than truly casting a wide net for the best talent.

You may need to reassess your job search process. That’s okay. I can help!

Here are five signs that your “dream job” might already have someone else’s name on it.

1. The Dream Job Opening: Too Good to Be True

When a job description feels like it’s been plucked straight from your career bucket list, take a moment to scrutinize it. Jobs that sound too good to be true often are. Perhaps the posting reads like a utopian combination of a high-impact role, a prestigious organization, and a compensation package that seems unusually generous.

In reality, such postings are often crafted with a specific individual in mind—someone already within the organization or a trusted external consultant. The “perfect match” vibe could be because the role was tailored for that person. While organizations are required to post job openings publicly, the process can sometimes serve as a formality rather than a genuine search for candidates.

To protect your time and energy, approach these dream job postings with cautious optimism. Apply if you genuinely meet the qualifications, but don’t be discouraged if you never hear back. It’s not necessarily about you—it might be about internal politics.

2. The Blink-and-You-Miss-It Application Window

One of the biggest red flags that a job is wired for someone else is a very short application window. For instance, a position that’s only open for seven days screams exclusivity. Most organizations in digital development aim to attract a diverse pool of applicants, which takes time. Short windows suggest that they’re not really looking for candidates—they’re fulfilling an internal requirement to publicly advertise the job before offering it to their preselected choice.

Here’s what this means for you: unless you’ve been following the organization closely and can drop everything to craft a stellar application on short notice, the odds aren’t in your favor. It’s a tough pill to swallow, but it’s better to recognize the signs early and allocate your efforts elsewhere than to waste time chasing a role that’s already spoken for.

3. Highly Specific Requirements: The Unicorn Candidate

Some job descriptions read like they’re searching for a mythical being. A PhD in AI software development and donor fundraising expertise? Fluency in three languages and a decade of experience in a highly specialized sector? These overly narrow qualifications might not reflect the actual needs of the position but rather the unique profile of a pre-selected candidate.

This tactic is common in organizations that need to justify their hiring choice by pointing to a highly specific skill set. By crafting the job requirements to fit their preferred candidate, they minimize the risk of being challenged during the hiring process.

If you meet the qualifications, go ahead and apply. But if you find yourself wondering whether you’re “enough” for the role, it’s likely because the bar was set to exclude most applicants, not to identify the best one.

4. Location-Specific Constraints: The Must-Be-Here Clause

In a world where hybrid and remote work have become the norm, location-specific job postings can be a red flag. If the posting insists the candidate must work out of a specific city—especially if that city aligns with where a potential internal candidate already resides—it’s worth considering whether the requirement is a covert way of narrowing the applicant pool.

Digital development roles often involve work in international or remote contexts, where location-specific requirements don’t necessarily make sense. Insisting that a hire be physically present in one office suggests that the organization already knows who they want—and that person lives nearby.

If you’re willing to relocate and meet the qualifications, don’t hesitate to apply. However, understand that this could be another sign of a wired job.

5. Logical Next Step: Promotion as an Open Search

Have you ever read a job description and thought, This sounds like a natural next step for someone already in the organization? That’s because it often is. Wired jobs frequently serve as promotions in disguise, designed to elevate an internal candidate from a junior or mid-level role to a more senior position.

These postings often feature language that mirrors the responsibilities of the candidate’s current job, with a few additional duties tacked on for good measure. The organization can point to the posting as evidence of an open search while quietly advancing their internal succession plan.

If you’re an external candidate, this dynamic can be incredibly frustrating. However, understanding that the game might already be rigged can help you manage your expectations and focus on opportunities where you have a real chance.

If you’ve read this far, please consider career coaching to improve your job search.