After working a number of jobs where I was categorically unhappy, I finally tried to create some kind of quantifiable metric that would let me assign values to key sections of a new job to determine if the job was worth accepting in the first place.
Meaning
I can’t believe we get paid to play video games!
This is the top part of the diagram - it’s effectively the work. Are you doing something that matters to you? That last bit is the operative part. Whether you’re doing something noble, such as genome sequencing to discover new treatments for cancer, or something satisfying on a more personal level, such as video game design, you should strive to find some level of personal meaning to the work.
Knowledge
The knowledge is the acquisition of skills during the course of your employment. Are the things you’re learning on the job broadly applicable to other places in the industry, or will you find yourself absorbing a bevy of internal tools and systems that have zero lasting application outside your tenure at the company? Will it make you more competitive in the future? You could also classify this knowledge as a kind of “take-away” - not to be confused with conventional compensation.
Your stack is like a foreign language - you want to find it enjoyable, but you also want it be applicable… so maybe hold off on purchasing the dothraki lesson pack on Rosetta Stone.
People
More topically known as “culture fit,” outside of a few short interviews and possibly a preliminary meet-and-greet, this is probably one of the most difficult factors to measure prior to employment. Try to assess the people you meet—you don’t have to be clinical about it, just attempt to get a feel for their personalities. Really try to imagine interfacing with these people 8 hours a day, 5 days a week, 52 weeks a year. Are you looking for a more relaxed company culture, or would you prefer a type-A pressure cooker environment? Are you a more laid-back type of programmer, or are you just another high-strung prima donna from Atari?
Compensation
One of the biggest factors, and out of all four it’s the most straightforward to evaluate, is compensation. This doesn’t have to be purely monetary—you should also factor in other benefits such as medical, dental, vision, PTO, etc. Less obvious but no less important bonuses, such as the option to work remote should also be carefully considered.
Final Thoughts
Although the relative importance of each of these four aforementioned factors is highly dependent on the individual applicant, they can be used as a loose guide to help estimate the appeal of a potential job.
You should also use them as a periodic means to reevaluate whether or not you should continue with the company. Treat it as if you were having a performance review or an annual review. There’s no sense in staying with a company if you’re going to be unhappy or if it doesn’t meet at least two out of four of these qualifications.