“Weak reasons” obviously heavily dependent on priorities at the time, which can change quickly. On small companies it has a massive impact on others and that s

“Weak reasons” obviously heavily dependent on priorities at the time, which can change quickly. On small companies it has a massive impact on others and that shouldn’t be taken lightly. I had a previous boss that hired someone senior to do X but their expectations of the role quickly changed and they were fired for not performing well enough. They jumped from a good job stable job and took a risk, asking all the right questions about the role but CEO/CTO never lived up to their side of what the role ended up being. This same CEO also admitted to me part of their management style was “push people to breaking point, and back off a little” to get the most out of people. I left soon after. I don’t know how to avoid working with this kind of leadership personality in the interview process but has definitely made me more cautious.