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Career glossary
Job descriptions and hiring conversations are full of shorthand. Use this glossary to check unfamiliar terms, then confirm what they mean in your local market and the specific role.
Common terms, plain language
A
- Applicant tracking system (ATS)
- Software employers use to collect, search, and manage applications. Some systems parse resumes, so clear headings and simple formatting can help your information stay readable.
- Assessment centre
- A multi-part interview process that may include exercises, group tasks, presentations, and interviews. It is designed to observe how you work, not only what you say.
- Attrition
- The rate at which employees leave an organisation over time. It is sometimes called turnover.
B
- Background check
- A verification process an employer may run before hiring, such as confirming employment or education. The checks allowed vary by location and role.
- Base salary
- Fixed pay before bonuses, benefits, or overtime. It is usually quoted before tax.
- Behavioural interview
- An interview that asks for specific past examples to understand how you work. Questions often begin with “Tell me about a time…”.
- Benefits
- Non-pay elements of an offer, such as health cover, insurance, leave, retirement contributions, or learning budgets.
C
- Career capital
- The skills, experience, relationships, and evidence you build over time that create new options.
- Career change
- Moving into a different field or type of work. It may involve a new role, industry, or both.
- Counteroffer
- A revised offer made after the first one, often in response to a negotiation. Some employers also make a counteroffer when an employee resigns.
- Cover letter
- A short letter that explains why you are applying and adds context that the resume does not show.
- CV
- Curriculum vitae. In many countries it is a fuller record of education and experience; in others it is used much like a resume.
D
- Defined contribution
- A retirement plan where contributions are specified, but the final payout depends on investment performance.
- Discretionary bonus
- A bonus the employer is not obliged to pay and usually decides based on performance or business results.
- Diversity and inclusion (D&I)
- Policies and practices intended to create fair access and a work environment where different people can participate and progress.
E
- Employee referral
- An application supported by a current employee. It can improve visibility but does not replace the standard assessment.
- Equity
- Ownership in a company, often offered through shares or options. Vesting schedules and tax treatment vary.
- Exemption
- A classification where a role is excluded from certain overtime or pay rules. Rules differ by country and are often narrowly defined.
F
- Fixed-term contract
- A job that ends on a specified date or after a defined project, unless it is renewed.
- Freelance
- Working for yourself on separate contracts or projects rather than as a permanent employee.
G
- Gross salary
- Pay before tax and other deductions. Compare gross figures with gross figures when possible.
- Growth plan
- A broad term for the goals and support for development in a role. Ask what it actually involves and how it is reviewed.
H
- Hybrid work
- A mix of remote and on-site work. The exact expectations are often set by team or role.
- Hiring manager
- The person responsible for filling the role and usually for managing the person hired. They may not be the recruiter or the final decision-maker.
I
- Informational interview
- A conversation with someone in a field to learn about their work, not to ask for a job. Ask for a short conversation and respect their time.
- Internship
- A temporary role focused on learning and supervised experience. Pay and legal requirements vary by country and employer.
J
- Job description
- A document that outlines the role, responsibilities, and requirements. It is a starting point for research, not a complete picture of the job.
- Job shadowing
- Observing someone doing their work for a short period to understand the tasks and environment.
L
- Learning and development (L&D)
- The team or function responsible for learning resources and programmes in an organisation. It can also refer to the activity itself.
- Leverage
- Advantage that helps in a negotiation or decision, such as a competing offer, scarce skill, or flexible timing. It should be real, not invented.
M
- Mentorship
- A relationship where someone with more relevant experience offers guidance. The best arrangements have clear expectations and limited time commitments.
- Notice period
- The time you must work, or be paid for, after resigning or being notified of termination. Check your contract and local rules.
N
- Net salary
- Pay after tax and other deductions. It is the amount that reaches your bank account, though other deductions may apply later.
- Networking
- Building professional relationships over time by being useful, curious, and reliable—not only contacting people when you need something.
O
- Offer letter
- A written document setting out the terms of a job offer. Read it with the contract and ask about anything that is unclear.
- Onboarding
- The process of joining and learning a new workplace. Good onboarding includes context, expectations, and access to the people and tools you need.
- Overqualified
- A judgment that an applicant has more experience or seniority than a role appears to require. It is not a legal category, and the reasoning varies.
P
- Performance review
- A structured conversation about work, goals, and development, often held at set intervals. Ask how it connects to pay and promotion.
- Personal brand
- How your work and communication are understood by others. It is built through evidence and consistency, not only self-description.
- Probation period
- An initial period with different notice or review terms. Check what happens at the end and whether it affects benefits.
- Promotion
- A move to a role with greater responsibility, level, or pay. Criteria and timelines vary between organisations.
R
- Recruitment agency
- An organisation that helps employers find candidates or helps candidates find roles. Ask who pays the fee and how your information is shared.
- Remote work
- Working away from an office, often from home. Check expectations for hours, location, equipment, and availability.
- Resume
- A short document summarising your relevant experience, skills, and evidence for a role. Conventions vary by country and industry.
- Role guide
- A general description of a career’s typical work and skills. CareerGrow’s guides are research prompts, not employer requirements.
S
- Severance
- Pay or benefits offered when employment ends, often beyond what is legally required. The terms depend on the contract, policy, and location.
- Signing bonus
- A one-time payment offered to accept a role. Check whether it must be repaid if you leave within a certain period.
- Skills gap
- The difference between the skills you can currently evidence and those a target role may require. It is a planning tool, not a judgment of your worth.
- STAR method
- A way to structure an interview answer: Situation, Task, Action, Result. Use it flexibly so the answer sounds natural.
T
- Total compensation
- The whole value of an offer, including base pay, variable pay, benefits, equity, and other perks.
- Transferable skills
- Abilities developed in one context that are relevant in another, such as communication, analysis, or project coordination.
U
- Underemployment
- Working in a role that uses fewer hours or less skill than you would like. It can be temporary and is not a reflection of ability.
- Upskilling
- Building new or deeper skills for your current or target work.
V
- Variable pay
- Pay that changes based on performance, sales, or business results. Ask how it is calculated and when it is paid.
- Vesting
- The process by which you earn full ownership of equity or contributions over time. Leaving early can change what you keep.
W
- Work sample
- A task or example of work used to assess relevant ability. Ask how long it should take, whether it is paid, and how your work will be used.
- Work-life balance
- A vague but useful shorthand for whether the hours, flexibility, and demands of a role fit your life. Ask about specific expectations rather than the phrase alone.
Common questions
What is the difference between a resume and a CV?
In many countries a resume is a short, tailored summary, while a CV is a fuller academic record. Conventions differ, so follow the employer’s instructions.
What does “competitive salary” mean?
It usually means the employer has not published a range. Ask for the budgeted range or use local pay research, and treat the phrase itself as no information.
What is total compensation?
It is the combined value of base pay, bonuses, equity, benefits, and other terms. Compare offers on the whole package, not only the salary figure.