First one is worded arrogantly i agree, but the core idea of the question is very important. It is a variation of "what drives you? what motivates you?". It's p

First one is worded arrogantly i agree, but the core idea of the question is very important. It is a variation of "what drives you? what motivates you?". It's purpose is to find a CEO that doesn't want to just sell out and cash in for himself - but to grow the company. Slides from board meeting are about transparency, i do not want to work at organization that is not transparent about fiances(and especially not at one which has high profits, but very volatile cash reserves). If it gets deflected, but a summary is provided ,it isn't a red flag - it means that employees potentially have access to this data. if you think asking about your future plans arrogant, why are you asking such questions to employees? this is a legitimate question about where you want to take this company towards. In most western tech jobs - changing job after a year is norm - not an exception. over here it is frowned upon, but 2-3 years is a long enough time in most cases. And there are two main cases of job hopping: increase in salary is way more significant than any rise given; toxic workplace; Last one isn't personal, but it has implied context of company itself. what are problems that you want to fix, and potential threats. those questions are even more important if company is paying in equity. I wouldn't want to work there if i didn't get the answer at least to majority of them. It would be a huge red flag - or i would assume that equity is 100% worthless when comparing compensations between offers. Relationships of power shifted - there is abundance of jobs, and scarcity of good developers. Quite frankly - there are plenty of bad companies, and few good ones - just like with candidates. You would hate to bring in a bad horrible person in. We would hate to invest time and effort into useless endeavor.