On the employers' side, a few studies showed very low correlation between interviewer scores of candidates and employee performance ratings after 60-90-360 days

On the employers' side, a few studies showed very low correlation between interviewer scores of candidates and employee performance ratings after 60-90-360 days. I suspect it's nearly as true in the other direction: that interviews are little better than a coin toss in helping you know if this is a great fit. So this suggests a strategy to screen out obvious mismatches, sign on, then abandon or confirm when you have enough information after a month or so. This is one of the advantages of freelancing or starting under contract: both parties have a chance to see how the other performs in the real world instead of the artificial job interview setting. So extract what clues you can from the hiring process but don't attach too much confidence in their relevance to your ability to enjoy your work, to perform well, or to advance your career.