I wish employers would ask both of these questions during interviews. They often focus on what I currently know, and not the overall work experience component.

I wish employers would ask both of these questions during interviews. They often focus on what I currently know, and not the overall work experience component. As a Web/Mobile developer and hiring Project Manager, I've switched jobs often, never working more than 1 year in each job until recently, for the past 10 years. My answers at this point are: I'd like to work as close as possible to home. I live in DC, commutes add to stress, and you end up having little personal/family time working further away from home. This is worth even sacrificing a income because time matters more to me now than $10k. It doesn't hurt that it saves on gas with rising prices. Secondly, working in an environment of people that pull their weight. This is a paramount to me. If there are a bunch of unqualified employees that don't work hard to improve their English speaking and writing skills, communication becomes a major issue in meeting objectives, and I often end up with a ton of proofreading assignments. Having people around me that know answers, and that also put in the work, rather than just a bunch of blind "decision makers" or "oversight managers" is paramount to a good working space. Personal attitudes are also paramount, people don't need to be overjoyed and silly, but I can't tell you how many interviews I've said no to when they ask me about how I get along with difficult people. Its a company's responsibility to breed a mutually respectful, productive, and cordial business culture. Too many companies allow negative and difficult people to climb their ranks, I'll never work for them long if that's the case. Lastly, I expect a company to offer a good work/life balance. I want to work for a company that clearly defines objectives, and when they're met, I don't want to be "nickeled" and "dimed" over my hours... If my work is high quality, and all goals are met, don't squeeze me. i realize that its even good to pull extra hours on projects, but a company that doesn't realize that they should "ease up" on employees in quiet times is a company that faces high turnover, they're throwing away all the intellectual capital they build by pressing employees (that eventually leave or get burnt out) too hard. This issue is usually fixed by careful attention to contract terms during bidding. If there's a requirement for a performance based contract, if you want to be happy, avoid the trend. Your oversight managers should be the ones responsible for maintaining quality and upholding employee conduct through reasonable oversight. Don't turn your company into a metric-driven juggernaut by giving in to strict SLAs/Contract terms, or you'll suffer crippling turnovers and you'll eventually lose your contract holding through (continually) rising expectations, or through liability for errors.