How to gauge company culture during the interview process

Fred Soriano is a seasoned technical recruiter with experience at top tech companies, including Google, Facebook, Dropbox, and Houzz. He has a track record of sourcing and hiring top engineering talent, helping teams scale and drive innovation. As a Formation Mentor, Fred guides fellows through the interview process, sharing insights from his time recruiting for some of the industry's most competitive roles. His expertise in talent acquisition and technical hiring makes him a valuable resource for engineers navigating their career journeys.

Most candidates focus their energy on proving they’re the right fit for a company, but few take the time to ask: Is this company the right fit for me? 

While every company promotes itself as having a “great culture,” the reality can vary widely, even within the same industry. The fast-paced, autonomy-driven environment of one tech giant may be vastly different from the process-heavy, perfectionist culture of another. 

Understanding company culture before signing an offer can help prevent misalignment, burnout, and career stagnation.

So, how do you figure it out before you accept the job? The key is knowing what to look for and how to ask the right questions.

The signs of a positive, healthy culture

The interview process itself can provide important clues about how a company operates. A well-run process that respects candidates’ time, offers transparency about expectations, and prioritizes real conversations over checkbox exercises is often a good sign of a strong culture.

Some early indicators of a healthy culture include:

• The opportunity to speak with team members and hiring managers, not just recruiters.
• Clear, thoughtful communication about the hiring process and expectations.
• A genuine effort to understand your goals and whether they align with the company’s.
• Interviewers who take their time, engage with you and make an effort to create a two-way conversation rather than just evaluate your technical skills.

A rushed or impersonal hiring process — where interviewers are disengaged, cut interviews short, or seem uninterested in anything beyond assessing technical qualifications — can be a red flag. If interviewers aren't engaged when recruiting top talent, it raises questions about how they treat employees once they're hired.

Beyond the process itself, understanding a company’s approach to growth and career development can provide even deeper insight. Companies with strong cultures tend to encourage internal mobility, offer clear promotion paths, and invest in employees’ long-term success. If a company values transparency, employees should feel comfortable discussing career aspirations with their managers and advocating for their professional growth.

How to ask the right questions (without sounding generic)

One of the most effective ways to assess culture is to ask the right questions. Generic questions about “company culture” often lead to equally generic answers. Instead, focus on specific aspects that impact your day-to-day experience and career progression.

Here are a few examples of better ways to frame key questions:

• Instead of “What’s the company culture like?” ask, “Can you share an example of how the company supports career growth?”
• Instead of “What’s the work-life balance like?” ask, “How does the team handle high-pressure deadlines?”
• Instead of “What’s the management style?” ask “How does leadership approach feedback and performance reviews?”

The way interviewers respond can reveal a lot. A well-aligned company will be transparent about career progression, team dynamics, and leadership styles. If answers feel rehearsed or vague, it may indicate a lack of clarity — or worse, a culture where these topics aren’t openly discussed.

Finding the truth beyond the interview process

While interviews offer valuable insight, they’re still part of a curated hiring experience. To get an unfiltered look at company culture, candidates need to dig deeper.

Reading employee blogs and LinkedIn posts or watching tech talks from current team members can provide a window into what it’s really like to work at a company. Unlike polished corporate PR, these sources often capture authentic perspectives on what employees are working on, how they collaborate, and what excites them about their work.

Employee review sites like Glassdoor and Blind can also be useful, but they should be approached with caution. A single negative review doesn’t necessarily mean a company has a toxic culture — just as a glowing review doesn’t guarantee a positive experience. Instead of taking comments at face value, look for consistent themes. If multiple employees mention unclear promotion paths, ineffective leadership, or an unsupportive work environment, it may be a sign to probe further.

Should you backchannel? The risks and benefits

Some candidates consider backchanneling — reaching out to former employees or industry connections for insider information — to validate what they’ve learned. While this can provide additional context, it comes with risks.

People’s experiences at a company can vary widely depending on their team, manager, and individual circumstances. What was a negative experience for one person may not reflect the company as a whole. Instead of relying on secondhand opinions, use backchanneling strategically — focus on understanding the team dynamic, leadership approach, and career growth opportunities rather than collecting general company gossip.

It’s worth remembering that interviews set expectations. If a company paints a picture of a collaborative, growth-oriented culture during the hiring process, hold them accountable once you join. If the reality doesn’t match the expectations set during interviews, that’s a red flag worth addressing early.

Making the right choice for your career

Ultimately, determining culture fit comes down to asking yourself one critical question: Can I see myself thriving here?

• Does the company provide opportunities for learning and growth?
• Do the people you’ve met seem engaged, collaborative, and invested in their work?
• Does leadership encourage transparency and career development?
• If circumstances change—leadership shifts, strategies evolve—would you still feel aligned with the company’s core values?

Culture encompasses how you work, how you’re supported, and how you grow. The best companies foster environments where employees can develop their careers and contribute meaningfully. Taking the time to assess culture in the interview process ensures that your next role is a place where you can truly thrive.

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