[AareyBaba]

As a technical hiring manager, I write out a job description general enough to attract a wide pool of candidates with specific requirements to keep the candidates relevant.

This description gets passed on to HR for posting and they append the company spiel to it. That's where generic HR keywords like 'passion', 'exciting', 'innovation','elite team', 'cutting edge', 'game changing', 'inspiring' get added. I don't have control over that.

So ignore the HR rubbish and checkout what the hiring manager and his/her team are like. Also note in mid-size (1000+) to large (10K+) companies each manager and team can have their own work culture based on the personalities in the team so don't write off such a company based on interviews with just one group.

[pbhjpbhj]

Why is it acceptable for HR to add bullshit? Who thinks that's a good idea?

[AareyBaba]

In a large company with a range of hiring needs (engineering, legal, sales, program management) HR recruiting has to come up with a one size fits all company sales pitch. In a small company you can override the job postings and even do the job postings yourself. In a large company, you follow process and pick your battles selectively otherwise you get exhausted tilting at windmills.

[icebraining]

Probably nobody; it's just that nobody cares about preventing them.