Job search interviews
None of this is expert advice. It's what people worked out for themselves, usually the hard way — what actually helped, and what they'd tell someone standing where you are. Take what fits and leave the rest.
If you only read a few
Treat job ads that list basic expectations like showing up on time as red flags for poor management.
It suggests a chaotic work environment.
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View it as a major red flag if the owner drives a luxury vehicle while employees drive old, damaged cars.
This disparity suggests ownership views employees as replaceable and that staff are miserable.
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Treat the job interview as a mutual evaluation where you are assessing the company and work environment, not just being judged by them.
You spend more time working than on any other single task in your life, so it shouldn't suck.
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Treat multiple angry reviews (7+) as a red flag, even if some are petty.
A pattern of anger suggests systemic issues rather than isolated incidents.
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Park in the employee parking lot during an interview to observe the condition of employees' vehicles as an indicator of how well the company treats its staff.
Newer, well-cared-for vehicles may indicate better treatment.
- This observation may not apply to jobs in cities compared to rural areas.
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- Inspect the condition of vehicles in the employee parking lot to estimate if the employer pays decent wages.1
Research salary and duties independently to verify if job descriptions match reality.
Ads may make jobs seem more lucrative or easier than they are.
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Research the company thoroughly before your interview to avoid appearing uninformed.
It is worse for applicants to claim they want to work there while knowing little about the company.
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During extended onsite interviews, observe what current employees say about workload or conditions when management is absent.
Employees may reveal negative details, such as excessive on-call hours, only when supervisors are not present.
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Judge whether the interviewer has a genuine reason for staying at the company.
If the current employee cannot articulate why they stay, you likely won't find a reason to stay either.
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Listen to your gut instinct during interviews.
Intuition can detect subtle red flags that rational analysis might miss.
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Ask current employees how long they have been at the company rather than asking directly about their satisfaction.
Direct questions may cause employees to complain, whereas tenure provides a neutral gauge of retention.
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Look for difficult-to-move personal items like potted plants and family photos on cubicle walls as an indicator of low turnover.
A 'moved in' look indicates low turnover.
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Ask interviewers what behaviors they think need improvement among employees.
This reveals what management despises and allows you to tailor your performance to excel in those areas.
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Ask IT support staff what computer equipment you would receive if hired.
Being given old, cannibalized PCs suggests the company undervalues its technical staff and resources.
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Filter online reviews by the specific role or department mentioned.
Complaints from Sales or Brand Ambassadors may not apply to Engineering or other departments.
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Search for the names of directors and verify that any awards they mention are real.
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Check phone signal and WiFi availability in the restroom.
Poor connectivity may limit your ability to use online resources.
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Walk away if the interviewer leaves you waiting without apologizing.
Disrespect for your time indicates poor respect for employees generally.
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Ask to speak with your potential immediate supervisor and teammates during the interview process.
They can provide unfiltered insights into working conditions that formal interviewers may omit.
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