These are over 50 "culture-hitting" questions I wish I would have asked the interviewer during the interview process.
Asking them can give you a deeper look into the company culture and prepare you for what it might be like to work there. They can also help you make decisions that align with your values and what you are looking for.
Don't feel the need to ask all the questions at once or to one single interviewer. Pick the ones that vibe with you the most. You got this!
leadership
- What type of leadership training have leaders had?
- How often do they engage in training, coaching, or leadership development workshops?
- What are the leadership team's priorities?
- How are leaders held accountable?
- Do your leaders tend to be proactive or reactive? Can you give an example?
- Are there any leaders you currently have that, if you had the chance to hire again, you wouldn't? What qualities do they lack?
management
- How do you know if your managers are successful?
- What is the onboarding process for managers, and what kind of ongoing development do they receive?
- What qualifications are needed to become a manager here?
- What happens if a manager leaves?
- How do leaders empower managers so they don't feel like they're in the frozen middle?
inclusion
- Which is the bigger priority right now: inclusion or diversity?
- What type of inclusion initiatives have been implemented in the past 90 days?
- What happens if an employee feels excluded?
- Do you have an inclusion roadmap?
- What steps are taken if there is a bias in a program or process?
- Are you currently working with any outside partners on inclusion initiatives?
diversity
- How is diversity defined at [company]?
- What does a diverse culture look like at [company]?
- What tactical steps have you taken to focus on diversity?
- Do you have a strategy to achieve the type of diversity you are looking to attract?
- What is one area of diversity you would like to improve, and why?
- If diversity initiatives failed at [company], what would be the reason?
equity
- What is the company's definition of equity?
- Has [company] always focused on equity?
- How do you balance equity with performance and promotions?
- How are leaders held accountable to equity standards and goals?
- What is the process for determining an employee's equity within the company?
- Have you faced challenges with equity in the past? If so, what were they, and how were they resolved?
culture
- What is the most significant change you've noticed within the culture?
- Do you have a change management process?
- How do you gather feedback on the culture? What happens with that information?
- If you could change one thing about the culture, what would it be?
- What has been the most significant culture shift in the past 90 days?
- What kinds of things do you do to invest in the culture?
- What three adjectives would you use to describe the culture?
benefits
- What percentage of the premium do you cover for employees and dependents?
- When does coverage start?
- Do you cover partners?
- When is open enrollment, and what kind of plans do you have?
- Are your benefits managed in-house or via a broker?
- Do you offer short-term and long-term disability?
- When people are let go, what happens to their coverage?
- Do the health plans cover holistic services such as chiropractic, acupuncture, or homeopathic care?
- Do you have an EAP (employee assistance program)?
pay + performance
- How is the rate of pay determined?
- How often do employees get raises or bonuses?
- How will I know if I'm meeting expectations?
- What happens when someone (or I) makes a mistake?
- Do you use performance improvement plans here? If so, what is the process?
- Will my manager help me understand how my contributions map to the company's overall strategy and goals?
- What tools and technology does [company] offer to help me do my role efficiently?
- What are the hours of operation and expectations for in-person and/or virtual participation?
layoffs
- In the past year, has [company] done any layoffs? What was the reason?
- What resources or support are provided to employees who have been laid off?
- How are layoffs managed at [company]?
- What is your high-level layoff plan or process?
- What measures are taken to ensure layoffs are avoided?
- Does your company use annual rolling layoffs to balance operating expenses and solve performance issues?
promotions + training
- How do employees get promoted?
- Does the path to promotion come with clear expectations?
- What would be a reason someone doesn't get promoted?
- Who makes the final decision on a promotion?
- Is there a specific demographic within the company that gets promoted over another?
- What training have employees had access to in the past 90 days?
- Is work-related training reimbursed?
childcare, parents + caregiving
- What is the parent and caregiver demographic at [company]?
- Do you offer any childcare resources (paid or unpaid)?
- Do you provide any parenting or caregiving work-life balance resources?
- In what ways have you supported parents and caregivers at [company]?
- What has been the most significant need expressed by parents and caregivers?
parental leave
- What is your leave policy?
- When was the leave policy last updated?
- Do you have any resources for expecting parents?
- How do you help parents transition back to work?
- Do you offer fertility or doula benefits?
- What percentage of parents who take leave stay with the company beyond the first year?
- When someone goes on leave, what happens to their workload?
keep going
A few more resources for your job-seeking journey:
- Resume templates
- Top 7 inspiring movies for jobseekers
- 6 steps to take after you've been laid off (or quit your job)
- 6 essential questions job seekers forget to ask
May you find a job that lights you up and a culture that honors your humanity.
Charisse Fontes is the founder of Culture Circle and an Executive + People Ops Advisor to founders and leadership teams.
more about Culture Circle →first published by culture circle, feb 2023_
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