2 ms·
Hunt for red flags, you can thank me later: -The person I'm replacing, why did they leave? -How much overtime is done and is it paid? Are weekends required? A
by quickben 9y ago
Hunt for red flags, you can thank me later:
-The person I'm replacing, why did they leave?
-How much overtime is done and is it paid? Are weekends required? Are people asked to volunteer for a weekend shift? Do you have "deployment days" where people have to stay until/past midnight not accounted anywhere?
-Who is going to be my manager/technical lead? Can I talk to them?
-Is this a full time position, or full time supplemental (ex: IBM) Oh, it's full time suplemental, is overtime paid? Do I have vacation days and health insurance?
-Can you show me the exact spot where I'll be sitting?
-Can I take two weeks to decide on the offer considering I have currently three more interviews in progress?
- CommanderData 9y agoA trap I see promoted by recruiters and companies with poor culture (typically big corporate settings) is to not ask any probing questions. Interviewers should have no problems answering questions about their work culture unless it is unhealthy or broken. I was once told I was egotistical after the interview (because of my probing questions) but was offered and accepted the job anyway - it was a admirable brand. Quickly found myself regretting. My questions were based around work culture (Is this a new position? Have many people have left recently? etc.) Discovered the department was toxic, aggressive members with terrible traits. Structurally very secure from legal and HR so unlikely to change anything. Thankfully was early in my career and left. Lesson? Take the time to thoroughly question the interviewer and reject any company that seems avoiding. Take the advice from this article. Never had a bad role since.