What to Do When the Job Description Is a Lie
A candid piece about role ambiguity, hidden responsibilities, and how to thrive anyway.
It’s your third week on the job and you're already doing three roles that weren’t listed in the job description. You smile through meetings, take diligent notes, nod like you’re totally following along, and then later, quietly Google things like “what does a project coordinator actually do” or “how to lead a team when you’re not the manager.”
Welcome to modern work, where job descriptions are more like a vague suggestion than an actual map. And while some of this is just the messy reality of fast-moving teams or evolving businesses, it can also feel disorienting. Disappointing, even. Especially if you took the role expecting clarity, structure, or a clear path forward.
So what do you do when the role you signed up for doesn’t match the one you’ve landed in?
1. Acknowledge the Gap (Without Blame)
The first step is to name the mismatch, not in a “this place tricked me” kind of way, but in an honest, grounded way: “I was hired as a content strategist, but right now I'm doing a lot of product management work too.” Noticing that disconnect gives you a chance to get curious instead of bitter. Is the company disorganized? Growing fast? Did they not fully understand what they needed? Or are you simply the kind of person who naturally takes on extra responsibility?
Whatever the reason, seeing the gap clearly gives you a chance to respond instead of just react.
2. Clarify Expectations (Even If They Should Have Already Been Clear)
This part can feel unfair. Shouldn’t your manager be setting clearer direction? Maybe. But if they’re not, waiting around won’t make things better. Schedule a one-on-one and ask questions like:
- What does success in this role look like right now?
- Which of my current responsibilities are most important to you?
- Are there any expectations I’m not aware of yet?
These questions aren’t confrontational. They help you move from “why is no one telling me what’s going on?” to “how do I shape this role into something sustainable and sane?”
3. Decide What You’re Willing to Own
Just because the company has gaps doesn’t mean you have to fill them all. You might be able to run operations, coordinate cross-functional teams, and rewrite the onboarding process, but that doesn’t mean you should. Ambiguity can trick high-performers into thinking they have to solve everything.
A better approach is to get clear on what you want to own. Where do you want to grow? What work feels energizing versus draining? Then advocate for that scope. Not as a demand, but as a signal that this is the direction you’re trying to move in.
4. Document the Invisible Work
If you're doing things outside your title, track them. Keep a running list of stretch responsibilities, special projects, and unacknowledged work. This isn’t just for your résumé. It’s for leverage. For performance reviews, role renegotiations, or future job searches. The worst part of role creep is when it becomes invisible. Don’t let that happen.
5. Redefine the Role, Not Just for You
Here’s the hidden upside of a vague job. You get to help define what it becomes. If you can shape your role into something more aligned with your strengths and values, you also make it clearer for the next person. You leave behind a better path.
That’s real leadership, even if your title doesn’t say “lead.”
When the job description is a lie, it’s easy to feel like you’re the one who’s failing. You’re not. You’re just swimming in the gap between how work should be and how it actually is.
That gap is hard. But it’s also where the real growth happens if you’re willing to step into it with clarity, courage, and a little bit of self-protection.
You don’t have to fix everything. But you do get to decide how to show up in the ambiguity.
And that decision is where your power lives.
