> You can probably reverse engineer interviews to see which they fit. An org chart will clearly point out most of these. I'm not so sure that's true. I've work

> You can probably reverse engineer interviews to see which they fit. An org chart will clearly point out most of these. I'm not so sure that's true. I've worked at companies where the culture of the hiring manager and the rest of the organization were at odds (for example, at one place I was hired by an engineering culture CTO, but the CEO and rest of org were autocratic, with a bit of star culture around enterprise sales rainmakers, and nothing in the hiring process suggested that as an IC I would have to routinely drop everything, implement a new feature, and deploy it to production because the VP of sales was trying to close a deal, with the CTO I report to helpless to intervene). My personal anecdata suggests this type of misalignment is particularly hard to detect in orgs between about 70 and 150 employees, but other things can distort the picture you get, and in particular, you may not be able to tell that portions of the org chart vary in their level of detail.