If you are a working mom searching for a new job, it is essential to look beyond job titles and salary packages and consider how to choose the right employer. The 2025 Working Women in South Africa Report from RecruitMyMom, based on the insights of over 3700 professional women, shows women are looking for more than a salary. Women are prioritising employers who value both ambition and family, who support financial security and career growth, and who create workplaces where wellbeing and flexibility are part of the culture. This shift is not indulgence, it is wisdom born from experience. It reflects a deep understanding of what truly matters for long-term success at work and at home.
Here are five things to consider when evaluating a potential employer. These are not extravagant asks, but clear markers of a workplace where your contribution will likely be respected and your potential nurtured. Use them to frame thoughtful interview questions, or speak to your recruiter beforehand.
1. What opportunities exist to grow and develop as a working mom?
Eighty-four percent of women in the 2025 report said they want to grow in their careers. Yet nearly half are actively looking for new work because they feel stuck. For many, it is not about chasing promotions. It is about the quiet need for progress, purpose and development.
Look out for organisations that offer learning opportunities, mentorship or visible examples of internal advancement. Women are most commonly promoted within their first two years of employment, a period that often determines whether they stay or start looking elsewhere.
In your following interview, you might ask, “How does this organisation support skills development or career progression?” It is a fair and reasonable question that shows long-term thinking, not entitlement.
2. Flexible work: Find a job that fits your life
For many working moms, flexibility is not about preference. It is about possibility. Balancing work with family responsibilities, studies, or health is a daily reality. While flexibility looks different for everyone, the 2025 report shows that 68 percent of women would prefer full-time work with some form of flexibility. Only 3 percent want full-time in-office work without it.
This tells us something important. When flexibility is offered, women can remain fully engaged, loyal and productive. If you are unsure how to raise it, a good starting point is, “How is flexible working structured here?” Or ask your recruiter for a sense of the company’s approach to hybrid work. You are not asking for special treatment. You are making sure you can do your best work without burning out.
3. Look for company benefits that support the family
Seventy-four percent of women work to achieve financial stability, and 85 percent have dependents. Almost half are sole breadwinners. These numbers from the Working Women’s Report paint a picture of responsibility and the resilience that often goes unnoticed.
That is why benefits like medical aid contributions, pension savings, bonuses, and paid maternity leave are the top benefits sought by women, according to the data. These company benefits support family ecosystems. Especially during the child-rearing years, medical aid and bonuses can make a significant difference.
If it feels awkward to ask, your recruiter can gently enquire, “What family-supportive benefits does this employer offer?” Knowing these details helps you decide whether this employer will work for you.
4. Ensure fair pay and transparency in promotions for women at work
When finances are tight, every rand counts, and understanding how your pay is structured is part of responsible decision-making. Half of the women surveyed are job-hunting, often because they do not feel fairly recognised or rewarded.
It is okay to ask how salaries are determined and how increases work over time. Doing so shows maturity and forward planning. You might ask, “Are there clear guidelines for reviewing pay and bonuses?” Or work with your recruiter to understand the salary range and benefits of the role.
This is not about asking for more than what is fair. It is about ensuring the role will sustain you now and in the future.
5. Is there evidence that women thrive there? Is there a culture of inclusion?
Representation matters. Women perform better when they can see others like them in the office and leadership, decision-making, and mentorship positions. This is about more than checking boxes. It is about creating a place where you can see a future. Where are the women in leadership?
Ask yourself quietly, “Do women seem to flourish here?” If it feels appropriate, ask your interviewer, “What steps does your company take to support women’s advancement?” Or your recruiter can help you get a sense of the workplace culture.
You are not demanding perfection, only seeking signs of a workplace where people are taken seriously and treated with dignity.
Making thoughtful choices, even under pressure
At RecruitMyMom, we understand the complexity of choosing work that pays the bills and fits the rhythm of your life. Since 2012, we have helped thousands of skilled women find roles that respect their professional expertise and family commitments.
We also know that flexibility is fragile. It must be protected, not only by asking for it, but by showing up, doing excellent work and helping others succeed within these models. In doing so, we pave the way for the next woman.
So, ask the thoughtful, discerning questions. Let your recruiter help you uncover what is not apparent. You are not simply chasing a job. You are building a sustainable life. And that is not indulgent. That is wisdom and putting what’s important, you and your family, first.
Read the full 2025 Working Women in South Africa Report from RecruitMyMom.
