When you’re on the hunt for a new job, it’s like dating—you don’t just want someone who looks good on paper; you want to know what they’re like after the honeymoon phase. As an experienced recruiter, I can tell you that figuring out a company’s culture is key. Here’s how to get the inside scoop without sounding like you’re interrogating your future boss.
1. How do you celebrate wins around here? If the answer is, “We send a mass email,” you might want to swipe left. But if they’re talking team lunches or surprise half-days, you’ve probably found a place that values its people.
2. What’s the vibe like in the team? Is it a Kumbaya circle of collaboration, or more of a Hunger Games situation? Knowing how people work together (or don’t) can help you avoid signing up for a season of Survivor: Office Edition.
3. What makes someone stand out here? Whether they’re looking for creative problem-solvers or just folks who can survive a never-ending meeting, this question can give you a peek into what the company truly values in its employees.
4. How do you help people level up? If the response is, “We have a great library of webinars,” you might be on your own. But if they mention mentorship, training, and actual career paths, that’s a green flag.
5. What’s the feedback flow like? If feedback is delivered only in annual reviews, that’s a long time to wonder if you’re nailing it —or failing it. Companies that give regular, constructive feedback are usually better places to grow.
6. How does your company foster an inclusive environment where everyone feels valued? If their response goes beyond buzzwords or a polished diversity statement, it's a strong indicator that they're committed to creating a workplace where all employees can thrive. Look for concrete examples—like mentorship programs, employee resource groups, or inclusive hiring practices. After all, you want to feel like you're joining a team, not just filling a seat. Asking questions like this ensures you’re not just finding a job—you’re finding a place where you belong.