This is a good question. At least where I'm working, we have multiple conversations with a candidate throughout the interview process. When I have the opportuni

This is a good question. At least where I'm working, we have multiple conversations with a candidate throughout the interview process. When I have the opportunity, I do talk about technical or process challenges we have and try to be up front about aspects of a job that we know from experience can be a problem for some people. For example, I'm on an internal tooling team, and so there's a support component where we have to be accessible and accountable to devs who encounter problems using tools we've created. We have a support rotation where one person a sprint is primarily tasked with being the first contact for people with questions, problems, etc. We've had people on the team before who didn't like this and it showed because they put little effort into it. So now we're very up front during the interviews that this is part of the job; we don't want to hire someone who will be unhappy in the role. It's what we think is the best we can do. It's hard to answer about cultural blocks, because I haven't experienced those myself. I'm not sure how to even approach that; "hey, I see you're $different, here's some potential challenges you may need to deal with" ? That seems like it is as likely to offend as aid. That said, we do try to get a candidate in front of a variety of people, both to get a sense of how they deal with different people, and to give the candidate an opportunity to get feedback from people in different parts of the organization.