How to Evaluate Company Culture During an Interview

Job interviews are a two-way street. While the company is trying to determine if your skills and qualifications are a good fit for the role, you also want to determine if the company and its culture are a good fit for you. This can be a bit tricky if you’re looking for your first full-time role after college, since you aren’t as familiar with workplace culture. At the end of the interview, you are expected to ask questions, so here are some questions to ask that will provide you with insight into the work environment. 

“How do team members receive feedback on their work?”

Green flag: A good answer to this question would describe regular, structured feedback. They have a specific timeframe for feedback, whether that be monthly or quarterly meetings to discuss performance. It’s a bonus if they mention public recognition for good work. Having a dedicated Slack channel to recognize team members is a good indicator of a healthy workplace culture.

Red flag: Receiving a vague answer would be a red flag. You don’t want to hear that there isn't a structure in place for regular feedback. A lack of formal reviews and praise can create an anxiety-inducing culture because you never quite know where you stand. Also pay attention to their attitude about this question. If the interviewer pauses and looks caught off-guard before providing a lackluster answer, that’s something to note.

“How often do team members communicate after standard work hours?”

Green flag: You want to get a response that mentions limited communication after work hours. It’s okay for emergencies to pop up every once in a while, but you don’t want to be expected to respond to emails in the evening every night. It’s great if the interviewer mentions protected hours or that there isn’t an expectation to respond after or before business hours.

Red flag: If they mention long hours and that the team often communicates into the evening, this can be a sign of an unhealthy workplace. Consistently having to work outside of your scheduled time can lead to a lack of work/life balance, and eventually burnout. If they don’t say this outright, pay attention to the tone of their response. If they are trying to convince you there’s nothing wrong with after-hours communication, you might want to consider applying somewhere else.

“What types of training, mentorship, or professional development are available to employees?”

Green flag: If the company has a healthy workplace, they will mention that professional growth is a part of the company’s practices and there is a structured process in place. This could include workshops, dedicated mentorship, thorough onboarding training, and more. Notice if they mention that employee growth is a company value that they take seriously. 

Red flag: It’s not great to hear that a company expects employees to learn on their own. They may give login access to LinkedIn Learning or similar platforms, but if the actual learning is something you need to figure out on your own, that’s not a good sign. A lack of training could also be shown through a “sink or swim” attitude, where you are expected to figure things out as you go. All of these examples show that the company doesn’t put much effort into employee development, and if you’d like to advance your career, that’s something you’ll have to do independently of the organization. 

All of these questions will give you an idea of the workplace culture before you accept the offer. Tailor these questions to what is most important to you, and determine if the answers are a red flag you should steer clear of, or a green flag that aligns with your values.