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If you have a family, verify if some of team members and manager also...
“How does the company reward tenure?”
-is this a new headcount or am i replacing someone
-what are your typical hours? remote flexibility, etc -is this a new headcount or am i replacing someone
In my experience, you never get an honest answer on this one. If there is a vacancy because someone quit, they're not going to say why they quit. They probably don't know themselves since HR never shares exit interviews with others - if they happen at all.
If it's not an open seat and they're replacing someone, they're not going to say that either to avoid tipping off the current employees that someone is about to be sacked.
I'm always amazed by the % of people that work for large companies and never monitor the open jobs page on the website. They seem shocked when told that there are open reqs in their own group.
E.g. if two different project managers are giving you tasks that exceed your capacity
I would suggest to ask process related questions i.e what is the build/deployment process? What happens when you take down site in production due to bug? Etc.
It's a difficult one to ask (and/or get an honest answer to), but something like "how much do you trust the boss, and the company". If they don't have integrity, other answers might not matter.
* How often do you interact with the CEO/insert title?
* How comfortable are you with the level of transparency and your understanding of the company's overall health?
* Do you have input into wider strategic decisions or is that handled by a smaller group?
* What does the X year roadmap/vision for the company look like?
* How does senior management interact with the team? Is everyone together during the day so it's a natural flow or is the management team in their office/meetings most of the time?
etc, etc. Ask enough of these types of questions and eventually you'll wear through the polish and get a better feel for how people really think about the boss.
1. "What is your biggest gripe with the company?" -- For me, at my current company, this would be exaggerated over-rigidness and glacially slow moving processes (because of checks and emails and re-checks and approvals and and and) when a fast answer/development is required. 2. "How many levels are there in the management hierarchy?" (deep vs flat) -- I tend to prefer flatter hierarchies, which plays into 3: 3. "How…