What I Actually Look for in a Job (Spoiler: It’s Not Pizza Parties)

I keep seeing these posts on LinkedIn claiming employees aren’t really looking for more pay—they just want recognition, purpose, and a pat on the back.

Cool sentiment.
But also: nah.

Let’s be honest. There’s a lot I look for in a job—and while recognition is nice, it doesn’t exactly pay the mortgage.

Here’s what actually matters to me.

💰 1. Pay (Because My Mortgage Company Doesn’t Take “Purpose”)

I asked. They said no.

I’m not working for exposure. I’m not working for pizza.
And I’m definitely not working so someone can say, “We’d pay you more if we could.”

You want good talent? Pay for it.

📈 2. Real Pay Increases (Not Just “You’re Doing Great” Emails)

If your raise doesn’t keep up with inflation, it’s not a raise.
It’s a thank you for your service, enjoy your pay cut situation.

Reward performance with money. It’s not awkward. It’s respect.

🪜 3. Promotions That Actually Happen

If I’m doing the work of a senior dev or a tech lead, I shouldn’t be stuck at the same title because of “headcount freeze” or “timing.”

Promotions aren’t just recognition. They’re career growth. If I’ve earned it, make it official.

🧘 4. Work-Life Balance That Isn’t Just a Catchphrase

I’m not against putting in the extra time when needed. Stuff happens. Deadlines crunch.

But 50-60 hour weeks every week?
That’s not hustle. That’s burnout.

Respect people’s time—and they’ll respect yours.

🤝 5. Trust Me to Do the Job You Hired Me For

If you hired me, let me do what I do.

I don’t need check-ins every hour. I don’t need a manager hovering in Slack.
Trust goes both ways—and it’s the fastest way to build real momentum on a team.

🏅 6. Recognition Matters (But So Do Promotions)

Yes, I like hearing “Nice work” now and then. Who doesn’t?

But here’s the thing: If you’re constantly praising someone for going above and beyond…
Maybe it’s time to promote them instead of clapping from the sidelines.

🙌 7. A Respectful, Non-Yelling Environment

You shouldn’t need a policy to tell people not to yell in meetings.
If that’s happening—you’ve already failed at culture.

Give feedback, not freak-outs. Disagree with ideas, not people. Be human.

🎉 8. A Little Fun Goes a Long Way

I don’t need my job to be “fun.”
But the environment? Yeah, that can be.

I joke around with coworkers because we trust each other. Because we’re comfortable. Because we can.

When people are constantly quiet or stiff, it usually means there’s something broken. Probably trust.

🧾 Final Thought

I could list 50 more things.
(And maybe I will. Who knows.)

But if you’re building a team or trying to retain one, start here:

✅ Pay fairly
✅ Promote when earned
✅ Respect people’s time
✅ Trust their expertise
✅ Foster a culture that isn’t miserable

Everything else?
Nice to have.

✊ mullins.io
Straight talk for devs who know what they’re worth.