1Information we collect

Employer accounts: When an employer registers to post a job, we collect an email address and password (managed securely through our authentication provider), along with company name, job details, and an optional company logo.

Job applications: On listings that let you apply directly through Afghan Job, we collect your name, email, phone number, and the CV file or note you choose to submit, so we can pass your application to the employer and let them track it.

Browsing: Job seekers do not need an account to search or browse listings on this site.

2How we use your information

We use the information collected to review and publish job listings, deliver applications to the correct employer, let employers manage their own applicant pipeline, respond to enquiries, and maintain and improve the site. Job postings are manually reviewed by Afghan Job before publication. We do not use any automated or AI-based system to score, rank, or filter your application — once submitted, your application is reviewed directly by the employer who posted the listing, as part of their own hiring process.

3Payments

Employers who wish to post a job purchase credits through WhatsApp, PayPal, or HesabPay. Payments made through PayPal are handled entirely by PayPal under their own privacy and security practices; we do not receive or store your card or bank details. Payments confirmed via WhatsApp or HesabPay are recorded manually on our side (amount and package only) to add the correct number of credits to your account.

4How we share your information

We do not sell personal information to third parties. We share information only as needed to run the site:

With employers: When you apply for a job through Afghan Job, your name, contact details, CV, and note are shared with the employer who posted that listing.

With our hosting and database provider: Account data, job listings, and applications are stored securely with our backend provider (Google Firebase) to keep the site running.

Legal requirements: We may disclose information if required by law or to protect the safety and rights of Afghan Job and its users.

5Cookies and advertising

Afghan Job may display advertisements served by third-party providers, including Google. These providers may use cookies or similar technologies to show ads based on your visits to this and other websites. You can learn more about how Google uses this information, and manage your ad preferences, at policies.google.com/technologies/ads.

6Data security

We rely on our backend provider's secure authentication and database systems to protect account and application data. No method of transmission over the internet is completely secure, and we cannot guarantee absolute security.

7Data retention

Employer accounts and their job listings are retained for as long as the account is active. Applications submitted through Afghan Job are retained so employers can review and manage their hiring pipeline. You can contact us at any time to request deletion of your data.

8Your privacy rights

You may ask us to access, correct, or delete personal information we hold about you, or ask us any question about how your data is used, by contacting us using the details below.

9Third-party links

Job listings may link to external company websites or contain third-party contact details for applying. We are not responsible for the privacy practices of external sites.

10Contact us

If you have questions about this policy or how we handle your data, you can reach us via the Contact Us link in the footer of this site.

1Use of the Site

Afghan Job is a job listing platform connecting employers and job seekers across Afghanistan. Job seekers may browse and apply to listings free of charge. Employers may submit job postings, which are reviewed before publication and may be subject to a listing fee.

2Accuracy of listings

Job listings are submitted by employers and reviewed for basic compliance before publication. We make reasonable efforts to verify listings but cannot guarantee the accuracy, completeness, or legitimacy of every posting. Job seekers should exercise their own judgment and never pay a fee to apply for a job or provide banking details during an application process.

3Employer responsibilities

Employers are responsible for the content of their job postings and confirm that they have the authority to post on behalf of the organization named. We reserve the right to remove any listing that violates these terms, contains false information, or does not comply with our content standards.

4Job applications

When you apply to a listing through Afghan Job, the information you submit — including your name, contact details, and CV or note — is provided directly to the employer who posted that vacancy. Afghan Job passes applications along and lets employers manage their own hiring pipeline, but we are not the employer and do not make hiring decisions on their behalf.

5Employer credits and payments

Employers use credits to publish job listings on Afghan Job; publishing a listing deducts one credit from the employer's account balance. Credits are purchased via WhatsApp, PayPal, or HesabPay, as described in our Privacy Policy. Creating an account, browsing, and managing your dashboard do not require credits — credits are used only when a listing is published.

6Prohibited use

You may not use Afghan Job to post fraudulent, misleading, unlawful, or deceptive job listings; impersonate another person or organization; misuse applicant information for any purpose other than genuine recruitment; or attempt to interfere with, disrupt, or gain unauthorized access to the Site or its systems. We reserve the right to remove content and suspend accounts involved in prohibited use.

7Account responsibility

Employers are responsible for maintaining the confidentiality of their account credentials and for all activity that occurs under their account. If you believe your account has been accessed without authorization, contact us using the details below.

8Limitation of liability

Afghan Job acts solely as a platform connecting employers and job seekers. We are not a party to any employment agreement and are not liable for disputes, damages, or losses arising from the use of listings found on this Site.

9Changes to these terms

We may update these Terms of Service from time to time. Continued use of the Site after changes are posted constitutes acceptance of the revised terms.

10Contact

Questions about these terms can be sent via the Contact Us link in the footer of this site.

1Match the vacancy number and job title exactly

Almost every NGO vacancy in Afghanistan asks applicants to include the vacancy number and exact job title in their email subject line or cover letter. This isn't a formality: many organizations use automated filters or manual sorting systems that rely on this information to route applications to the right hiring manager. If your subject line doesn't match what's requested, your application can be missed entirely, regardless of how strong your CV is.

Before you send anything, re-read the "Submission Guideline" section of the job posting and follow it precisely.

2Lead with a short professional summary

Recruiters reviewing a large number of applications often spend less than a minute on an initial CV scan. A 3-4 line summary at the top, stating your years of experience, sector (health, education, protection, WASH, etc.), and key skills, helps a reviewer immediately understand whether you're a fit before they read further.

Avoid generic summaries like "hardworking and motivated individual." Instead, be specific:

"Public health professional with 4 years of experience implementing BPHS/EPHS programs in Nangarhar and Kunar provinces, with strong skills in HMIS reporting, community health worker supervision, and donor compliance."

3Structure your work experience around responsibilities and results

For each position, list your role, organization, location, and dates clearly, followed by 4-6 bullet points describing what you actually did, not just your job title's general duties. Where possible, include specifics: number of health facilities supervised, size of the team you managed, number of beneficiaries reached, or reports you were responsible for producing.

Avoid copying the exact wording from a job description you found online. Recruiters read many CVs and can often recognize when responsibilities have been copy-pasted rather than genuinely described.

4Include the qualifications that were explicitly requested

Most Afghan NGO vacancies list specific, non-negotiable requirements: a particular degree, a minimum number of years of experience, specific language skills (often Dari, Pashto, and English), or a required certification (like EPI training for health roles). If you meet these requirements, state them clearly and early in your CV so the reviewer doesn't have to search for them.

If a vacancy requires nationality-specific eligibility (for example, "Afghan nationals only" or "open to Afghan and international candidates"), make sure your application reflects your eligibility clearly.

5Keep formatting simple and consistent

Many organizations still review CVs by printing them or opening them on shared office computers with older software. A CV built with unusual fonts, heavy graphics, tables, or multiple text columns can display incorrectly or be difficult to read. A clean, single-column format in a standard font (like Calibri, Arial, or Times New Roman) with clear section headings remains the safest choice.

Save your CV as a PDF unless the organization specifically requests a Word document. This ensures the formatting doesn't shift when opened on a different computer.

6Keep your CV to a reasonable length

For most mid-level roles, two to three pages is appropriate. Senior or highly technical positions can occasionally run longer, but avoid submitting a CV that reads as a complete career history going back decades unless the organization specifically requests one (some UN roles, for example, use standardized long-form Personal History Forms, so check the submission guideline for this).

7Prepare your documents in advance

Many Afghan NGO vacancies require supporting documents alongside your CV: a national ID (Tazkira), educational certificates, or a specific application form template provided by the organization. Reading the submission guideline carefully before you apply, and preparing these documents ahead of time, means you won't miss a deadline scrambling to gather paperwork at the last minute.

8Final note

Deadlines for humanitarian and development vacancies in Afghanistan are often short, and many organizations state clearly that late or incomplete applications will not be considered. Building a strong, well-organized CV once, and adapting it slightly for each vacancy's specific requirements, is the most effective way to make sure your application gets a fair review.

1Why organizations use salary scales instead of fixed salaries

Most established NGOs and UN agencies use an internal salary grading system rather than negotiating pay individually for each hire. This approach exists for a few practical reasons:

• Internal equity: it ensures staff performing similar roles, with similar experience, are paid consistently, regardless of who negotiates harder.
• Donor compliance: many organizations are funded by grants from donors like USAID, the EU, ECHO, or UN agencies, which often require transparent, auditable pay structures rather than case-by-case negotiation.
• Budget predictability: a fixed scale allows organizations to plan multi-year project budgets accurately, since staffing costs are one of the largest line items in most humanitarian programs.

2How salary grades typically work

Most organizations divide roles into numbered or lettered grades (for example, Grade 5, Grade 8, or Scale B, Scale C) based on the seniority, technical complexity, and level of responsibility of the position. A driver or cleaner role sits at the lowest grades, mid-level technical and program roles (like a Project Officer or M&E Officer) sit in the middle, and senior management or highly specialized technical positions (like a Country Director or Chief of Party) sit at the top.

Within each grade, there is usually a salary range rather than a single number. For example, a Grade 6 position might have a defined minimum and maximum monthly salary. Where a new hire is placed within that range typically depends on:

• Years of directly relevant experience
• Educational qualifications
• Specialized skills or certifications relevant to the role
• Internal equity with existing staff in similar positions

3Why some postings list a specific number and others don't

You'll notice some vacancies, particularly from smaller or newer organizations, or roles funded by a single short-term contract, list an exact salary figure (for example, "15,000 AFN per month"). Larger, more established organizations with formal HR systems are more likely to reference an internal scale, since they need consistency across many simultaneous vacancies and country programs.

Neither approach means one type of employer pays better than the other. It simply reflects how formalized their internal HR structure is.

4What this means for you as an applicant

Since many postings don't disclose an exact figure upfront, here's what's reasonable to do:

1. Apply anyway. A "salary scale" listing doesn't mean the pay is low; it's simply the organization's standard practice. Many salary scales are competitive, particularly for INGOs and UN-funded projects.
2. Ask during the interview stage, not before. It's generally appropriate to ask about the specific salary range for your grade once you've been shortlisted or invited to interview, rather than in your initial application.
3. Research the organization's general reputation. Organizations funded by major institutional donors (UN agencies, USAID, ECHO, World Bank-funded projects) tend to have more standardized and often higher salary scales than smaller, locally funded NGOs, though this isn't a universal rule.
4. Factor in benefits, not just base salary. Many NGO and INGO positions include benefits beyond base pay: health insurance, transportation allowances, hardship or hazard pay for postings in less accessible provinces, and sometimes housing support for staff relocating from another region.

5A note on contract types

Salary is also connected to contract type. Many humanitarian positions in Afghanistan are project-based or fixed-term, tied to the funding cycle of a specific donor grant (commonly ranging from a few months to one or two years, sometimes with extensions). This is standard practice across the sector and doesn't necessarily reflect instability in the organization; it reflects how humanitarian and development funding is typically structured. Understanding this upfront can help you plan your career moves and evaluate opportunities realistically.

6Final note

Salary scales exist to create fairness and consistency, not to hide information from applicants. If a posting doesn't list an exact number, it's worth applying regardless, and asking clear, direct questions about compensation once you reach the interview stage.

1Understand what makes INGOs different

INGOs typically operate with funding from international donors (governments, UN agencies, or private foundations) and are held to strict compliance, safeguarding, and reporting standards as a condition of that funding. This shapes almost every part of their hiring process:

• Formal, structured interviews: often panel-based, with multiple interviewers scoring candidates against a fixed set of competencies.
• Reference and background checks: including checks against international misconduct disclosure schemes (sometimes called "Misconduct Disclosure Schemes" or similar), particularly for roles involving contact with vulnerable populations.
• Safeguarding and PSEA policies: Prevention of Sexual Exploitation and Abuse standards that every staff member is expected to understand and uphold, often covered directly in interviews.
• Written tests or case studies: especially for technical, program management, or M&E roles, where candidates may be asked to complete a written exercise before or during the interview stage.

Knowing this in advance helps you prepare more effectively than treating the process like a typical job interview.

2Tailor your application to the specific technical area

INGOs in Afghanistan work across many sectors: health, nutrition, WASH (water, sanitation, and hygiene), education, protection, livelihoods, and emergency response. Each sector has its own technical language, standards, and frameworks (for example, BPHS/EPHS in health, or Sphere standards in emergency response).

If you're applying to a health-sector role, referencing your familiarity with the Basic Package of Health Services (BPHS) or Ministry of Public Health guidelines signals genuine sector knowledge. If you're applying to an M&E role, referencing specific tools (Kobo Collect, ODK, DHIS2) demonstrates practical experience rather than general familiarity.

Avoid submitting a generic CV to every vacancy. Tailoring your application to the sector and specific role substantially improves your chances of being shortlisted.

3Prepare for competency-based interview questions

Many INGOs use a competency-based interview format, where questions are structured around specific behaviors rather than hypothetical scenarios. A common format is: "Tell me about a time when you had to manage a conflict within your team." rather than "How would you manage a conflict?"

A useful way to prepare is the STAR method:

• Situation: briefly describe the context
• Task: what you were responsible for
• Action: what you specifically did
• Result: the outcome, ideally with a measurable detail

Preparing two or three real examples from your work history in advance, covering teamwork, problem-solving, and handling a difficult situation, makes it much easier to answer these questions clearly and confidently.

4Understand the realities of project-based contracts

Most INGO positions in Afghanistan are tied to specific donor-funded projects, which typically run from several months to a few years, sometimes with extensions if funding continues. This is standard across the sector and isn't a sign of an unstable organization; it reflects how humanitarian funding cycles work. It's reasonable to ask, at interview stage, about the likelihood of extension or the organization's track record of securing follow-on funding for similar projects.

5Be ready to discuss field conditions honestly

Many INGO roles, particularly at the field or provincial level, involve travel to remote districts, work in insecure environments, or postings away from major cities. Interviewers will often ask directly whether you're willing and able to work under these conditions. Answering honestly, rather than simply agreeing to secure the job, benefits both you and the organization: taking a role you can't sustain due to travel or security constraints often leads to early resignation, which reflects poorly for future applications.

6Female candidates: know your rights and the organization's commitments

Many INGOs operating in Afghanistan have explicit policies supporting the participation of female staff, sometimes including provisions like mahram travel support, women-only facilities at field sites, or flexible arrangements in line with local context. If a posting states that female candidates are highly encouraged to apply, it's worth asking directly, at interview stage, how the organization supports female staff in the specific role and location you're applying for.

7Follow up appropriately, and know when to move on

Most INGO postings state a shortlisting or response timeframe (commonly 2-4 weeks after the closing date). If you don't hear back within that stated window, it's reasonable to conclude the position has been filled or you were not shortlisted, rather than following up repeatedly. Continuing to apply to other suitable vacancies, rather than waiting on a single application, is the most effective way to build momentum in a competitive job market.

8Final note

Getting hired at an INGO in Afghanistan is competitive, but the process is also more structured and predictable than many other sectors, which means genuine preparation makes a real difference. Understanding the sector's language, preparing concrete examples for competency-based interviews, and being honest about your capacity and constraints will put you ahead of many other applicants.

1Follow the instructions in the posting first

Before writing a word, re-read the submission guideline in the vacancy announcement. Employers often give very specific instructions, and following them is the first test of your application. Common requirements include a one-page cover letter, a CV and cover letter combined into a single PDF file, a particular subject line that includes the vacancy number and position title, or a maximum attachment size. Some employers also ask you not to attach certificates or other documents at the first stage.

Applications that ignore these instructions are often set aside without being read, however strong the candidate is. If the posting asks you to use a specific form or link instead of sending a letter, use that, and put your key points in the answers you give there.

2Keep it to one page

A strong cover letter is usually three or four short paragraphs and fits on a single page. Recruiters who review many applications for one vacancy do not have time for long letters, and a long letter often suggests the writer could not decide what mattered most.

Use plain, professional language. Short sentences are easier to read than long ones, especially if the recruiter is reading in a second language. Avoid decorative phrases and flattery; clear facts about what you have done are far more convincing.

3Open with the position, the vacancy number, and one strong reason

Your first paragraph should say exactly what you are applying for, using the job title and vacancy number from the announcement, and where you saw it. Then add one sentence explaining why you are a strong fit. For example:

"I am writing to apply for the Monitoring and Evaluation Officer position (Vacancy No. XYZ-026) advertised on Afghan Job. I have four years of experience supervising field data collection for health projects in Nangarhar and Kunar, and I believe my experience closely matches the requirements of this role."

Avoid generic openings such as "I am a hardworking and motivated person." Every applicant says this, and it tells the reader nothing.

4Match two or three key requirements with evidence

The middle of your letter is where you do the real work. Look at the job requirements and pick the two or three that matter most for the role, usually the ones listed first or repeated several times. For each one, give a specific example of what you have done.

Specifics are persuasive: the number of facilities you supervised, the size of the team you managed, the tools you used, the donor or project you worked with, or a result you achieved. Compare these two sentences: "I have experience in data collection" and "I coordinated a team of 12 enumerators and used KoboToolbox to collect and clean data from 300 households." The second is far easier for a recruiter to trust and remember.

Do not simply copy the job description back to the employer. Recruiters wrote it and know what it says; they want to see what you have actually done.

5Be honest about gaps, and address practical requirements

If you are missing one requirement, for example you have three years of experience when the posting asks for five, do not hide it and do not exaggerate. Focus on the strengths you do have and on anything that compensates, such as relevant training or closely related work. Misstating your experience can cause problems later, because many organizations check references and qualifications before making an offer.

Where the vacancy mentions practical conditions, address them directly in a sentence. These can include languages (Dari, Pashto, English), willingness to travel to field locations, your availability to start, or a preference for candidates who live in the province where the job is based. Employers often use these points to shortlist, so make them easy to find.

6Close clearly and professionally

End with a short closing paragraph that says you are available for an interview or written test, lists what you have attached, and gives your phone number and email address. Thank the reader briefly and sign with your full name. Use the same name and contact details on your CV so the employer can match your documents easily.

7Customize every letter

It is tempting to write one letter and send it to every employer, but recruiters notice. A letter that names the wrong organization, mentions a different position, or has clearly been copied from a template can end an application immediately. Keep a strong base letter, then adapt the opening, the key requirements, and the closing for each vacancy. Our guide to writing a CV for Afghan NGO jobs explains how to prepare the matching CV.

8A quick checklist before you send

• The job title and vacancy number match the announcement exactly
• The organization's name is spelled correctly
• The letter fits on one page and has been proofread for spelling and grammar
• You have mentioned two or three specific, relevant achievements
• Your phone number and email address are correct
• The file is a PDF with a clear name (for example, YourName-CoverLetter.pdf) and is within any size limit
• The email subject line follows the instructions in the posting

A clear, honest, well-targeted letter takes time to write, but it significantly improves the chance that your application is read carefully rather than skipped.

1Understand the stages

The process varies between organizations, but it commonly follows this order: your application is screened against the requirements, a shortlist is created, shortlisted candidates may be asked to sit a written test, the strongest candidates are invited to one or more interviews, and the preferred candidate goes through reference and background checks before receiving an offer.

Not every organization uses every stage. The vacancy announcement often says "written test and/or interview," so read it carefully to know what to expect, and keep your phone and email available once you have applied.

2Prepare for the written test

Written tests differ widely, but they usually fall into a few types. Knowing which is likely for your role helps you prepare in the right way.

• Technical questions in your field. A finance test might ask about reconciliations or budgets, a health test about clinical protocols or reporting, and a monitoring and evaluation test about indicators and data quality.
• A writing task, often in English. You might be asked to draft a short email, summarize a report, or write a short proposal section within a time limit.
• A computer or spreadsheet test. If the vacancy lists Microsoft Excel or specific software as a requirement, expect to be asked to use it.
• A case study or situational question, where you explain how you would handle a realistic problem.

Reread the job requirements and responsibilities and treat them as a study list. Refresh the core concepts for each one, and practice writing a clear one-page summary within thirty minutes. If the role needs Excel, practice the functions the posting mentions, such as formulas, sorting, filtering, and basic charts.

3Learn about the organization and the project

Interviewers notice candidates who have done their homework. Read the "About the company" section of the posting and the organization's own website if it has one. Note which sectors it works in, which provinces it operates in, and what the project in the vacancy aims to achieve. Prepare two or three sentences explaining why you want to work for this particular organization, not just any organization.

4Know the interview format

Interviews are commonly conducted by a small panel, often including someone from human resources, the hiring manager, and a technical specialist. They can last from around half an hour to an hour or more, and some organizations hold more than one round. Some interviews take place in person at the organization's office and others online. If the invitation does not say which format to expect, ask.

5Use the STAR method for experience questions

Many questions begin with "Tell me about a time when..." To answer clearly, structure your answer in four parts: the Situation (the context), the Task (what you were responsible for), the Action (what you personally did), and the Result (what happened, ideally with a number or a concrete outcome). For example:

"Our team had to complete 250 household surveys in two weeks (situation). I was responsible for the data quality of the whole team (task). I introduced a daily checking routine and retrained two enumerators on the questionnaire (action). We finished on time, and fewer than 2 percent of forms needed correction (result)."

Prepare four or five short stories in advance that you can adapt: solving a difficult problem, working under pressure, handling a disagreement with a colleague, meeting a tight deadline, and working with communities or beneficiaries. Use real examples, and be ready to explain your own role rather than saying "we" for everything.

6Prepare for common questions

• "Tell me about yourself." Take about a minute: your current or most recent role, your most relevant experience, and why this position interests you. Do not recite your whole CV.
• "Why do you want to leave your current job?" Keep the answer positive and forward-looking, focused on what you want to learn or contribute.
• "What do you know about our organization?" This is where your preparation shows.
• "How would you handle this situation in the field?" Explain your steps in order, mention safety, safeguarding, and coordination where relevant, and show that you know when to escalate to a supervisor.
• "What are your salary expectations?" Many organizations pay according to a fixed scale. Our guide to salary scales at Afghan NGOs explains how to approach this question.

7Be ready for questions about integrity and safeguarding

Many organizations, especially international ones, ask about ethics, confidentiality, and the prevention of sexual exploitation and abuse. You may be asked how you would respond if you saw a colleague breaking the code of conduct, or if a beneficiary asked you for a favor. Answer honestly and in your own words: you would follow the organization's policies, protect the person affected, and report the concern through the proper channel. Your answer shows whether you can be trusted to work with vulnerable communities.

8Handle the practical details

• Confirm the date, time, location or online platform, and who will be interviewing you.
• Bring copies of your CV, a notebook, and the originals of your national ID and certificates if they were requested.
• Arrive early, and plan your route and any security considerations in advance.
• For online interviews, test your internet connection and device beforehand, choose a quiet place, and keep a backup option such as mobile data.
• Dress professionally and keep your phone silent.

Be polite and respectful to everyone you meet, including reception and security staff.

9After the interview

Be patient: hiring decisions can take several weeks, particularly when donors or head offices must approve the choice. Some vacancy announcements state clearly that the organization will not answer questions about application status by phone or WhatsApp, and that contacting staff directly can lead to disqualification. Follow whatever instructions the posting gives, and keep applying to other suitable vacancies while you wait.

1A real employer does not charge you to get a job

The most important rule is also the simplest: you should not have to pay anything to apply for a job or to be hired. Fees described as application fees, processing fees, training fees, medical fees, or document verification fees are a major warning sign. Many established organizations state this rule in their vacancy announcements, saying that they never charge fees at any stage of recruitment and asking applicants to report anyone who asks for money.

Be equally careful with promises such as a guaranteed job abroad in exchange for a payment. If someone asks you to pay before you have a signed contract from a verified employer, stop and check.

2Check where the vacancy really comes from

Before applying, confirm that the vacancy is genuine. Look for the organization's own careers page or website and see whether the same position is listed there. Check that the organization exists, that the email address and application link in the posting make sense, and that the details match across different sources.

A note on email addresses: large international organizations normally use their own official email domains, so a free webmail address for such an organization is suspicious. However, many small and local employers in Afghanistan genuinely use free email addresses, so an address like that does not prove a posting is fake. Look at the whole picture, not just one detail.

3Watch for offers that seem too good to be true

• A salary far higher than similar jobs, for a role with few or no requirements.
• A job offered immediately, with no application, no interview, and no questions about your experience.
• Vague details: no organization name, no clear duties, or no location.
• Messages with many spelling errors, or that do not match the style of the organization they claim to represent.

4Be wary of pressure and rushed deadlines

Scammers create urgency to stop you from thinking. Phrases like "pay today to keep your place," "only a few positions left," or "reply within one hour" are designed to make you act before you check. A genuine employer gives you a reasonable deadline, which you can see in the vacancy announcement. Also be cautious if a recruiter insists on moving the whole conversation to a private chat and avoids official email.

5Share personal information in stages

At the application stage, a CV and a cover letter are normally enough. Some legitimate postings actually ask you not to send certificates, ID copies, or other documents until you are selected for the next stage. Do not send photos of your ID card, passport, or bank details in a first email unless the posting clearly asks for them and you have verified the employer.

Never share your bank card PIN, online banking password, or any one-time code you receive by SMS with anyone. No real employer needs these to hire you or to pay your salary.

6Verify interview invitations

If you receive an invitation, check it. Contact the organization using details you found yourself, not only those in the message you received. Real invitations usually come from the organization's human resources department by email, with the position title and vacancy number, and interviews take place at the organization's office or on a known online platform. Some organizations state openly that only their HR department will contact candidates, which helps you recognize anyone else claiming to speak for them.

7Check application forms and links

Many organizations use online forms for applications. Make sure the link comes from the official vacancy announcement or the organization's website. Be careful with links that arrive by message from unknown senders, or that look similar to a real address but differ slightly in spelling. Do not enter sensitive information into a form unless you trust where it came from.

8Protect the documents you send

When you must send copies of documents, send PDF copies rather than originals, and keep a record of what you sent, to whom, and when. You can add a note on the copy, such as "For job application only," to make misuse harder. If an employer later asks for originals, offer to show them in person at their office.

9What to do if you suspect a scam

• Stop communicating, and do not send more money or documents.
• Keep evidence: screenshots, messages, receipts, and phone numbers.
• Contact the real organization, using details from its official website, to ask whether the vacancy and the person are genuine.
• Use the organization's own reporting channel if it has one; many international organizations publish an ethics or misconduct reporting address.
• If you found the listing on a job website, report it to that site. You can report a suspicious listing on Afghan Job at info@afghanjob.com.

A note about Afghan Job itself: applying for jobs through our site is free of charge, and you apply directly to the employer. We also offer an optional, clearly priced CV and cover letter writing service. It is a separate service and has nothing to do with whether you are hired for any vacancy.

10Final note

Trust your instincts. If an offer feels too easy, too urgent, or too secretive, take a day to verify it. A genuine employer will not mind you checking. And when a real opportunity does arrive, make sure you are ready: our guide to writing a CV for Afghan NGO jobs is a good place to start.

1Permanent positions

A permanent position has no fixed end date. It is common at banks, government bodies, and established private companies. Permanent does not mean guaranteed for life, and most permanent roles still begin with a probationary period. It also does not mean the terms never change; your rights and duties are set by your written contract and the employer's policies, so read both carefully.

2Fixed-term contracts

A fixed-term contract has a defined start and end date, such as one year. It is common at NGOs, UN agencies, and for specific roles in companies. When the end date arrives, the contract may be renewed, replaced, or allowed to expire. If the announcement says the contract is extendable, that describes a possibility, not a promise. Ask how renewal decisions are made, for example based on a performance review, the budget, or both.

3Project-based contracts

Project-based positions are tied to a specific project, usually funded by a donor, and the job lasts for as long as the project does. Announcements often include a phrase such as "extension subject to funding availability and project requirements." This means the employer cannot promise how long you will be employed, because it depends on whether the donor continues to fund the project. Before accepting, ask when the project is scheduled to end and whether there is a realistic chance of continuation.

4Short-term, casual, and roster positions

Some vacancies are for short assignments, such as a data collection exercise lasting ten days. Others are "roster" or "standby" positions: you join a pool of people the organization calls when work is available, and you are usually paid only for the days you work. These roles can be useful for experience and income, but they do not give the stability of a full-time contract. Ask how many days of work to realistically expect, how payment is calculated, and how often you will be paid.

5Internships and volunteer positions

Internships are designed for learning, usually for recent graduates. Some are paid, while others are unpaid volunteer positions, and the announcement should say which. Do not assume that an internship leads to a job. If it matters to you, ask about the duration, whether there is a stipend or transport allowance, whether you will receive a certificate or reference, and whether the organization has hired interns into regular positions before.

6The probationary period

Many announcements list a probationary period, commonly three months. During this time your performance is assessed before your position is confirmed. Ask what the evaluation criteria are, who will carry out the evaluation, and what notice applies if either side decides not to continue. Having these answers in writing avoids misunderstanding later.

7Reading the extension field

When an announcement says that contract extension is possible, treat it as a positive sign but not a guarantee. Employers often attach conditions such as satisfactory performance, continued funding, or continued need. If your decision depends on long-term employment, for example because you are planning to move your family or take on financial commitments, ask directly about the likelihood of extension.

8Questions to ask before you accept an offer

• What are the exact start and end dates, and what type of contract is it?
• What is the salary, in which currency, and when and how is it paid?
• What benefits are included, such as leave, transport or accommodation allowances, insurance, bonuses, or severance pay?
• What is the notice period if I or the employer wish to end the contract?
• Where is the duty station, and how much travel is expected?
• Who will I report to, and where can I read the full job description?
• Will I receive a written contract before I start work?

Always ask for the written contract before you begin work, read it carefully, and keep a signed copy. If something in the contract differs from what was promised in the announcement or the interview, raise it before signing.

9Understanding salary wording in announcements

Contract terms often appear alongside salary wording such as "as per organization salary scale." Our guide to salary scales at Afghan NGOs explains what these phrases mean and how to approach pay questions. If you are preparing for the next step, see how to prepare for written tests and interviews.

10Final note

Contract terms are not just paperwork. They decide how secure your income is and what happens if circumstances change. For questions about your legal rights as an employee, consult the relevant authority or a qualified legal professional. Reading each announcement closely, and asking the right questions early, helps you choose roles that fit your situation.