How to Spot a Toxic Work Environment During the Interview

You nailed the application. The recruiter wants to move fast. The role sounds like a dream. But here’s the thing: a job description rarely tells you what it’s really like to work somewhere.

At first, it’s all smiles and high-fives: enthusiastic emails, promises of growth, maybe even a “we’re a family” vibe. But then the cracks start to show. Deadlines are unrealistic. Feedback is vague or nonexistent. Leadership dodges accountability. People tiptoe around certain topics or certain people.

That’s why the interview process matters more than most people realize. It’s easy to get swept up in the momentum, but those early conversations are your best chance to see what’s really happening beneath the surface. Interviews can reveal a lot, if you know what to look for.

1. Pay Attention to How They Talk About the Role

The words people use when talking about a job are rarely accidental. They reflect internal expectations, stress points, and cultural norms, whether they mean to or not. In subtle ways, a toxic or chaotic workplace often leaks through in how they pitch the position.

Listen for red flags like:

🚩"We want someone who’s willing to go above and beyond." → We expect you to regularly work nights, weekends, or unpaid overtime, with minimal recognition.

🚩“You’ll need to hit the ground running.” → Probably no real onboarding or support.

🚩“We’re a fast-paced, high-pressure team.” → Expect burnout, stress, and possibly poor boundaries.

🚩“We need someone who’s flexible.” → Your work hours and job responsibilities may frequently change, and you'll need to adapt quickly without complaint.

🚩"We are very friendly around here.” → Expect a facade of friendliness, but tensions could boil under the surface. If HR asks about it, they’ll likely downplay or laugh it off as “just office banter".

What to do: Ask thoughtful follow-ups to get clarity:

• “Can you walk me through what a typical week looks like?”
• “What kind of support is available during the ramp-up period?”
• "How often do performance reviews happen, and what does that process look like?"

2. Observe How They Treat Each Other

The way colleagues interact, especially when they forget they’re being observed, can give you a window into the company’s true culture. Social dynamics (or lack thereof) are hard to fake, and even brief exchanges can reveal friction, hierarchy, or unspoken tension.

🚩 Look out for signs like:

• Do interviewers interrupt or talk over each other?
• Is there tension or awkward silence in group interviews?
• Does the tone shift between different team members?
• Do they make negative comments about other teams or former employees?

Even in a 30-minute video call, you can often spot whether people respect and enjoy working with one another or just tolerate it.

3. Ask Culture Questions

If you ask “What’s the company culture like?” most people will say something generic like “collaborative” or “fast-moving.” That’s not helpful.

Dig deeper by asking:

• “How does the team handle conflict or disagreement?”
• “What happens when someone makes a mistake?”
• “Can you share an example of a recent challenge the team faced and how they worked through it?”
• “How do you support work-life balance here?”

🚩 If they dodge, give vague answers, or look uncomfortable, it’s a clear red flag. It may indicate that the company has unresolved issues or a culture where transparency is not encouraged.

4. Pay Attention to Turnover Clues

While some level of change is normal, frequent departures can indicate instability, poor leadership, or a work environment that drives people away. And most companies won’t openly say “people keep quitting.”

So, read between the lines with questions like:

• “Is this a new role, or am I replacing someone?”
• “How long have most people on the team been here?”
• Use LinkedIn to investigate: Are there many short stays among former employees?

🚩 If you hear that the team is “constantly evolving” or “going through a transition,” ask what that really means. Constant turnover usually points to burnout, mismanagement, or internal dysfunction.

5. Ask About Leadership and Then Actually Listen

A good manager supports you, builds trust, and provides helpful feedback that helps you grow. On the flip side, a bad manager can drain your energy by micromanaging, leaving you in the dark, or creating a stressful environment that makes you dread coming to work.

Ask thoughtful questions like:

• “How would you describe your leadership style?”
• “What does success look like to you on this team?”
• “How do you give feedback to your team?”

🚩 If possible, ask multiple people about the same leader. If you hear completely different descriptions, it's a sign something could be off.

6. Trust Your Gut

Sometimes the red flags aren’t in what’s said, but in how you feel.

Do you feel rushed? Dismissed? Like they’re doing you a favor just by talking to you? Did they ghost you for two weeks and then suddenly want a same-day interview? Were your questions welcomed or brushed off?

If something feels off, don’t ignore it. Your instincts are data too.

Wrapping Up

Toxic cultures rarely advertise themselves upfront. That’s why it’s so important to ask smart questions, watch for subtle cues, and trust your gut. A good company wants you to ask these questions. A toxic one hopes you won’t.

If you found this article valuable:

• Follow me for more articles on remote team processes, tips and hiring ⇢ Milos Eric
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