Career flags.

Work the Red/Green checklist to see whether it's time to stay, invest, or start exploring. Includes considerations specific to women and underrepresented groups in tech.

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Career Decision Flags Checklist

Identify clear indicators for optimal career transition timing

0 Red Flags

0 Green Flags

Show Women/URG Specific Flags

Your Assessment:

Use MOVE Matrix for deeper analysis

Leadership & Management

Red Flags (Time to Consider Moving)

Manager doesn't understand cybersecurity or undermines security initiativesNo career development discussions in 12+ monthsManager takes credit for your work or throws you under the busLeadership treats security as "cost center" vs. business enablerExcluded from strategic discussions about your responsibilitiesManager consistently interrupts you or dismisses your ideasTechnical competence questioned more than male colleaguesComments about being "too aggressive" or "communication style"No women/URGs in senior leadership positions you could advance to

Green Flags (Stay and Invest)

Manager understands cybersecurity and advocates for your teamRegular career development conversations with actionable plansManager provides air cover during incidentsLeadership sees security as competitive advantageIncluded in strategic planning and decision-makingManager actively advocates for your advancement and visibilityLeadership team includes women/URGs in senior positionsManager interrupts interruptions and amplifies your contributionsClear awareness of bias with active efforts to address it

Professional Growth

Red Flags (Time to Consider Moving)

Same responsibilities for 18+ months with no expansionSkills becoming outdated with no training budgetRepeatedly passed over for promotions without clear feedbackNo mentorship opportunitiesStuck doing only operational work with no strategic involvementConsistently assigned "support" roles rather than technical leadershipAsked to take notes, plan events, or handle admin tasks not in job descriptionPassed over for high-visibility projects given to less experienced male colleaguesNo access to informal networks where real business happens

Green Flags (Stay and Invest)

New challenges and responsibilities every 6-12 monthsAccess to training, certifications, and conferencesClear promotion path with defined milestonesBalance of operational and strategic workExposure to cutting-edge technologiesAccess to both formal mentors and informal sponsorsLeadership development programs with diversity focusOpportunity to mentor other women/URGs coming upTechnical advancement tracks that don't require management

Work Environment

Red Flags (Time to Consider Moving)

Consistent 60+ hour weeks with no relief in sightOn-call responsibilities severely impacting personal lifeHostile or discriminatory behavior from colleagues/managementNo work-from-home flexibility when role allows itPhysical or mental health impacts from work stressOnly woman/URG on team with no allies or advocatesMicroaggressions about diversity hires or capabilitiesSocial events consistently exclude you (golf, bars, etc.)Comments or "jokes" about gender, race, or identityFeeling need to code-switch or hide identity to fit in

Green Flags (Stay and Invest)

Sustainable work-life balance most of the timeReasonable on-call rotation with appropriate compensationInclusive, respectful team cultureFlexible work arrangements that fit your needsPsychological safety to voice concernsDiverse team where you're not the "only one"Colleagues actively include you in informal networkingSafe space to discuss bias or discrimination concernsFlexible policies that accommodate family responsibilitiesZero tolerance for discrimination with clear reporting

Compensation & Recognition

Red Flags (Time to Consider Moving)

Salary significantly below market rate with no adjustment planNo raises for 2+ years despite good performanceWork goes unrecognized while others receive creditBonus/equity promises that never materializeNo investment in professional developmentSalary lower than male colleagues with similar experienceBonus criteria seems subjective and inconsistently appliedRecognition given to team leads who implement your ideasNo transparency in compensation bandsAsked to do "diversity work" without compensation

Green Flags (Stay and Invest)

Competitive salary with regular market adjustmentsMerit increases tied to performance and growthPublic recognition for contributionsBonus/equity with transparent criteriaInvestment in certifications and learningTransparent salary bands with regular pay equity reviewsRecognition programs celebrating diverse contributionsParental leave and family benefits exceeding legal minimumsProfessional development budget for underrepresented groupsSpeaking fees and external recognition supported

Special Considerations

3+ Diversity-Specific Red Flags: Strongly consider exit strategy
Multiple Green Flags: Rare opportunity - invest deeply while building external network
Mixed Signals: Use your network to verify experiences and seek multiple perspectives

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