Understanding Company Culture During Interviews

I stopped asking “What’s the culture like?” in job interviews. Not because culture doesn't matter. It determines everything about your work life. But that question gets you nowhere. Most hiring managers say the same thing: “Collaborative” “Innovative” “Like family” Vague, unhelpful responses. You need questions that reveal the truth. Specific examples. Actual proof. These 12 questions expose what it's really like to work there: ✅ "What surprised new hires in their first 3 months?" ↳ Watch for long pauses or vague answers. ✅ "Give me an example of someone who grew here?" ↳ They should name names, not speak generally. ✅ "What employee feedback became real changes?" ↳ No examples means your voice won't matter. ✅ "How do you celebrate wins here?" ↳ Only sales celebrations is a red flag. ✅ "How do you encourage different viewpoints?" ↳ Buzzwords without action reveal fake inclusivity. ✅ "What does development look like here?" ↳ Ask for dollar amounts, not just promises. ✅ "How does info flow between leaders and teams?" ↳ One-way communication kills engagement. ✅ "When did values guide a tough decision?" ↳ Can't answer? Values are just wall decorations. ✅ "What's changed since you started here?" ↳ Nothing changing means you'll get bored fast. ✅ "How can I understand how people think here?" ↳ Being unprepared shows they don't think about culture. ✅ "What happens when someone makes a mistake?" ↳ Fear-based responses reveal toxic environments. ✅ "What would your team say about you?" ↳ Discomfort here signals trust issues. The best companies don't have perfect answers. They have leaders who lean forward when you ask. Who get excited sharing specific stories. Who name actual people and real situations. Who admit what they're still figuring out. The worst companies? They recite mission statements. They dodge specifics. They get defensive. Remember: You're not just interviewing for a job. You're interviewing for the next 2,000 hours of your life. Ask the hard questions. You deserve real answers. P.S. What question would you add? Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.

You don’t fix a bad culture with perks. Here’s what sets them apart: 1/ Speaking Up → In toxic cultures, people stay quiet to stay safe. → In healthy cultures, people feel safe to speak honestly. → Safety isn't just physical, it's psychological. 2/ Accountability → Toxic cultures thrive on gossip and blame. → Healthy ones build trust through open dialogue. → Gossip is a symptom. Accountability is the cure. 3/ Workload & Burnout → In toxic cultures, burnout is worn like a badge of honor. → In healthy teams, rest is a part of peak performance. → Burnout is not dedication, it’s damage. 4/ Feedback → In toxic teams, feedback feels like punishment. → In healthy ones, it fuels growth. → Feedback should guide, not bruise. 5/ Promotions → Toxic workplaces reward politics and proximity. → Healthy cultures reward impact, skill, and potential. → The loudest person isn’t always the most valuable. 6/ Communication → Silence is safer than honesty in toxic settings. → In healthy cultures, ideas and questions are welcomed. → If you punish honesty, you train people to hide. A healthy culture doesn’t happen by accident. It’s built every day. By what leaders reward, ignore, or tolerate. Have you experienced a toxic work environment? ♻️ Repost and follow Justin Bateh for more. Like this? Try my free newsletter: link below my name ☝️

#1 danger most employees overlook in the beginning: Toxic Work Culture. Most candidates focus on: ↳ Salary. ↳ Job responsibilities. ↳ Benefits and team activities. I used to do the same. And yes, these things matter. But none of it will matter if you step into a toxic environment. What’s easy to spot in the first few weeks: ➟ High turnover ➟ Unmotivated employees ➟ Quiet quitting What’s beneath the surface: ➟ Micromanagement ➟ Favoritism ➟ Incompetent leadership ➟ Blame culture ➟ Lack of trust ➟ No growth opportunities ➟ Overwork and burnout ➟ Unrealistic expectations ➟ No flexibility ➟ Feeling undervalued ➟ Gossip and office politics ➟ Poor communication ➟ Stagnant salaries Culture isn’t just what’s visible — it’s what’s felt. A thriving team isn’t built on surface-level perks. It’s built on trust, respect, and an environment where people want to stay. The real question: What’s beneath the surface of your workplace? Have you ever taken a job only to realize the culture was toxic? What were the warning signs? ♻️ Share this with your network. ☝️ For more valuable insights, follow me, Victoria Repa.

7 Uncommon Questions To Ask About Company Culture (Before Saying “Yes” To An Offer): 1. “If You Could Wave A Magic Wand And Change One Thing About The Company, What Would It Be?” No workplace is perfect, and you probably want to avoid the ones that pretend to be. This question lets you test the waters to see how employees handle talking about weaknesses, challenges, etc when it comes to their own organization. It also can be great material for a Value Validation Project. 2. “What’s The Most Interesting Challenge The Team Has Faced Recently? How Was It Solved?” You can tell a lot about a team from how they handle challenges. This gives you insight into what support was offered, how the team came together, and how management recognized those efforts. 3. "Can You Share An Example Of An Idea That A Team Member Proposed That Was Acted On By Leadership?” Knowing your voice is valued is a huge part of being happy in your job. This question will help you learn if the company’s management has a process for soliciting feedback from employees. It also shows you if they take action on that feedback or if it’s just performative. 4. "Can You Share An Example Of Someone On Your Team Who Was Promoted Internally? How Did You Help Facilitate That Promotion?” This is a two-for-one deal. The answer will show you if the company has a tendancy to promote from within. It will also show you how this team encourages growth for it’s members. 5. "What’s One Quality That’s Shared By People Who Thrive Here?” This helps you key in on the traits that are valued at the company. If the answer is focused on how hard people work, how they’re always available, etc. - watch out. But if it’s focused on collaboration, innovation, kindness, etc. - that’s a great sign. 6. "Are There Any Team Or Company-Wide Traditions That People Get Really Excited About?” Work is about more than replying to Slack messages and sitting in meetings. Traditions, rituals, and extracurriculars are ways that people bond at work and build relationships. This question will give you insight into what that might look like for this team. 7. "What’s The Most Unexpected Thing You’ve Learned While Working Here?” This question encourages people to think outside the confines of their job description and day-to-day. Most people don’t have a prepared answer for this, so you’re likely to get some interesting, candid responses.

Recruiter: Our company culture is special. We're like a family. Me: So everyone stays regardless of performance? Recruiter: Well, no. We have high standards. Me: And everyone gets equal resources and attention? Recruiter: We reward our top performers, of course. Me: Then we're not a family. We're a team. And I'd prefer honesty about that. --- The "family" metaphor is the #1 red flag in company culture. When companies say "we're a family," they typically mean: • We expect unlimited loyalty • We'll ask for personal sacrifices • We'll use emotion to override boundaries • We'll take more than we give What healthy organizations say instead: "We're a high-performing team." Teams have: • Clear goals and roles • Mutual respect with boundaries • Transparent expectations • Professional accountability The most toxic workplaces masquerade as the most caring. The healthiest ones never pretend to be something they're not. Google's Project Aristotle found psychological safety—not "family feeling"—is critical for team success. Has a company ever used the "family" narrative to extract unpaid overtime from you? ♻️ Repost to protect others from this manipulative recruiting tactic.

My team at Automattic takes pride in our unique hiring process, reflecting our open and #inclusive company #culture. One key aspect that sets us apart in our working style is an emphasis on written communication. Evaluating this throughout the hiring process is vital for a few reasons: 🧑💻 Asynchronous Work: We're a globally distributed company (aka fully remote! here's a sneak peek of one of my working setups) that spans 92 countries. This includes nearly endless time zones, so we have to rely heavily on asynchronous #communication. We know this is a unique way of working, so evaluating a candidate's written skills helps us gauge how well they'll thrive here. 📝 Clarity and Precision: Written #communication is the lifeblood of Automattic. We do it every day, whether on Slack, our internal comms tool P2, or classic email. We need team members who can express ideas clearly and concisely in writing. 💡 Cultural Fit: An essential part of the #hiring process is that both sides get as many opportunities as possible to gauge a potential fit. Written communication allows candidates to experience our communication style firsthand and vice versa. Your next question is probably something like: How do we assess these writing skills? Depending on the role, we use Slack interviews between candidates and their teams. We also typically use a trial project, which normally involves a heavy portion of writing, to see how a candidate can effectively communicate async. Have you gone through a hiring process that heavily emphasizes written comms like ours? What were your favorite parts or pain points? Please let me know in the comments, and check back next month, if you don't mind me telling you more about those trial projects! 📚✍️🎒

Preventing the Dream Job Trap People often ask me, Amir, you speak against "dream roles" in games often - are you saying there's no such thing? No, they can exist, but there are crucial checks people often overlook. Also, this is really true for any job. I see many stop at, "I love this company, the name, the franchises, and the games they make; therefore, it’s my dream opportunity." Or just limited checks at all. Instead, I suggest the following: First, ensure the organization is a genuine cultural fit. This isn’t about PR buzzwords. It means having informational conversations with multiple people at the company, not related to job hunting, to get an honest perspective of what it’s like to work there. I also reach out to those who’ve interacted with the company and do unconventional things like observe their interactions with their community, including how they act on social media. I explore every angle available to get an unfiltered view. When I constantly talk about meeting others, this is why. I'm always reevaluating organizations and individuals. Second, if possible, try to understand the specific division or functional area where you’d be working. The time to assess this is not when you’re already in an interview loop. This is why maintaining ongoing conversations and building a network is crucial - the few questions you ask at the end of an interview are not enough time for any real discovery of what an organization is truly like. Third, be realistic about other aspects of the job; for example, remote work policies. Is remote work important to you? Does the company offer it, and how integral is it to their culture? Consider other factors like parental leave and benefits that matter to you. Anything not core job that matters, at least try to sniff it out. Don’t hesitate to ask - many hesitate to ask. Fourth, if you, like me, enjoy activities outside of work, such as social media or other external engagements, know that some companies are intolerant of these. Even if you love the job, it could be a shock to realize certain key aspects of your life would need to change. Get it in writing and don't have a rude surprise after accepting an offer - I see that plenty too. For instance, some companies also have restrictive policies on external consulting or side gigs, which could be a dealbreaker for some. Personally, I do some advisory work, never for pay, but it’s very important to me, so I need a company that allows for that, in writing. While I understand these might seem like luxuries that can’t always be afforded, especially in an unprecedented poor job market, having the mindset that you’ll aim for the most thorough evaluation possible and then adjusting based on what’s feasible will help you. Critically, especially in challenging times, there’s nothing worse than spending months finding a role only to discover it’s a poor fit or a toxic environment because you didn't check, forcing you to leave fast and to start all over again.

What's the one toxic thing a company will say that'll have you running out the door? Navigating workplace dynamics can feel overwhelming. Sometimes, we don’t recognize the red flags of a toxic work culture until we’re already deep in it. I also believe that for professionals of color, the stakes can feel even higher. That toxicity can be stepped in some VERY deep -isms. But then you ask, well, how do I know? Here are three signs to look out for: 1. Performative diversity without the inclusion. Diversity is just the first step. If a company boasts about diversity in its mission but you notice a lack of representation in leadership, mentorship opportunities, or decision-making spaces, it could be a sign they might value optics over real equity. Inclusion isn’t just a buzzword, it’s a practice. You want to work somewhere that really sees you, not just a place that checks you off as a quota. 2. Lack of clarity and accountability. If you're joining an organization where expectations aren’t clear, feedback is scarce, and leadership avoids accountability, that's a sign. I had a friend who joined a company that didn't even have Job Ladders for her role nor did she know how decisions were made or why workloads felt unbalanced. Lack of clarity will hurt YOU. 3. Over-reliance on ‘culture fit’ A few HR professionals have told me they don't even like to use the word "culture fit" anymore due to its suggestion of assimilation. When hiring or promotions are heavily based on subjective "fit" rather than skill, it can reinforce cliques and unconscious bias. Pay attention to whether your contributions are valued or dismissed in favor of maintaining the status quo. If any of this resonates with you, know you’re not alone. This week on Let’s Talk Offline, Gianna Prudente and I dive deeper into this topic with HR specialist Kayla M. Kayla shares actionable tips on identifying a toxic work culture before it takes a toll on your mental health. Check it out wherever you listen to your podcasts and let us know what stood out to you!✨

Here's what I learned about company culture after founding and scaling Wondery – insights valuable for both founders and job seekers. Many people get it wrong. They think culture is about perks and ping pong tables. But it's all about who you hire (and later, promote). And timing is everything. When I started Wondery, I knew the culture I wanted to build. We defined five core values: Wonder, Character, Care, Drive, and Fun. Each had its own clear definition and purpose. But here's the key —we didn't just write them down and hope for the best. We made these values the foundation of every single hiring decision. Why? Because while you can teach someone skills (like 'emotionally immersive storytelling', or 'unit economics'), you can't teach them core values. They either align with your culture or they don't. Quick advice for job seekers: When interviewing at a company, ask every interviewer about the company culture. If you get three completely different answers, run the other way. A unified vision of culture starts at the top and should permeate through every level. Here's the brutal truth about timing: when you have 5 employees, each new hire represents 20% of your culture. At 100 employees? Just 1%. The math is clear – your cultural foundation is set in those early days. Jeff Bezos and Reed Hastings understood this – they didn't wait for their company cultures to "just happen." They built them intentionally from day one. So: Founders: What are your non-negotiable values? How are you screening for them in every hire? Job seekers: Are you hearing a consistent cultural message across your interviews? The strongest cultures aren't accidental. They're built with intention, one hire at a time. Would love to hear your experiences with company culture – good or bad. What signals do you look for?

What are the hidden signs of a great company culture? A growing workplace isn’t about fancy perks or office spaces. It’s about trust, growth, and a sense of belonging. Here’s how you can recognize a strong company culture: 1. Psychological safety comes first Employees should feel safe to share ideas, take risks, and voice concerns without fear of judgment. When people feel secure, innovation thrives.   2. Communication is open and honest The best workplaces encourage transparent conversations at all levels. When employees feel informed and heard engagement skyrockets. 3. Turnover is low for a reason People don’t leave jobs where they feel valued, supported, and see long-term growth. A low turnover rate is a sign of a positive, healthy culture. 4. Recognition and growth go hand in hand Employees who are appreciated and given opportunities to advance stay motivated and perform at their best. 5. Work-life balance is a priority, not a perk A culture that respects personal time and well-being leads to happier, more productive employees. 6. Teamwork is at the core When success is shared, collaboration strengthens, and a true sense of belonging is created. 7. Leadership is transparent and accountable Great leaders lead with honesty and integrity, fostering a culture of trust and respect. 8. Employees feel heard and valued When feedback is welcomed and acted upon, employees feel like they truly matter and that makes all the difference. A strong company culture isn’t built overnight; it’s nurtured every single day.