From Red Flags to Green Lights: Decoding Workplace Culture in Interviews

In today’s competitive job market, finding the right fit isn’t just about securing the role—it’s about joining a company where you can thrive. As a global luxury head-hunter, career consultant, and tutor with a decade of experience in the luxury sector, I’ve learned that the most critical factor for long-term success—for both candidates and employers—is company culture.

Through my work at MōDUM, a luxury global headhunting agency, and Profile Reconstruction, a career coaching consultancy, I’ve seen first-hand how the alignment of values, expectations, and work environments can make or break professional relationships. A perfect match is never purely about skillsets; it’s about how well an individual integrates with the culture of the organization. Based on my extensive engagements with clients and candidates, here’s how to decode workplace culture during the interview process.

Why Culture Fit Matters

Company culture is more than a buzzword—it shapes your day-to-day experience. It dictates how decisions are made, how teams interact, and ultimately, whether you’ll feel a sense of belonging and purpose.

For employers, a mismatch in culture fit can lead to poor performance, low morale, and high turnover. For candidates, it can result in frustration, disengagement, and a stalled career trajectory.

Cultural alignment isn’t about compromising who you are; it’s about finding a place where you can perform at your best while being authentically yourself.

Actionable Steps to Assess Culture Fit in Interviews

1. Ask Purpose-Driven Questions

Don’t just focus on the role; focus on the experience. Consider questions such as:

• “How does the company celebrate success, both individually and as a team?”
• “Can you share an example of how the organization supported an employee through a challenging time?”
• “What type of personalities tend to succeed here, and why?”
• “What does the leadership team prioritize—innovation, efficiency, collaboration?”

These questions go beyond surface-level inquiries and encourage interviewers to reveal the company’s true priorities and values.

2. Observe How They Treat You

The interview process is a microcosm of the company culture. How you’re treated during this stage often reflects how you’ll be treated as an employee.

• Are they punctual and respectful of your time?
• Do they communicate clearly about next steps?
• Are they genuinely interested in your background and aspirations, or do you feel like a cog in the hiring machine?

Trust your instincts—if something feels off, it probably is.

3. Look for Evidence of DE&I

Diversity, Equity, and Inclusion (DE&I) are no longer optional; they are essential indicators of a progressive and supportive workplace. Ask:

• “What initiatives are in place to support diversity and inclusion?”
• “How does the company handle feedback related to workplace equity?”
• “Can you describe a recent example where the company adapted its practices to better support employee well-being or inclusivity?”

A company that values DE&I will have clear answers—and examples—to back up their claims.

4. Gauge the Energy of the Team

If possible, request to meet with team members or observe the workspace. Are people engaged, collaborative, and energized? Or do they seem disconnected and overburdened? The vibe you pick up during these interactions can speak volumes about the company’s internal dynamics.

5. Consider Their Approach to Growth and Feedback

A company committed to employee development will have structured opportunities for growth, whether through training, mentoring, or clear career pathways. Ask:

• “How does the organization support professional development?”
• “What is the company’s approach to giving and receiving feedback?”

If growth isn’t a priority, it might be a sign to look elsewhere.

Red Flags to Watch For

Not every company is upfront about its cultural pitfalls. Be cautious if you notice any of these warning signs:

• Vague Answers: If interviewers can’t provide clear examples of culture in action, it’s a sign that culture isn’t a priority.
• High Turnover: Frequent staff changes often indicate dissatisfaction.
• Overemphasis on Perks: A ping-pong table or free snacks don’t compensate for toxic dynamics.
• Dismissive of Your Questions: If they seem impatient or unwilling to discuss culture, that’s a significant red flag.

A Final Thought for Employers and Candidates

To both employers and candidates: remember that interviews are a two-way street. Employers must actively showcase their culture to attract the right talent, while candidates should feel empowered to ask tough questions and evaluate the company with the same rigor that they are being assessed.

For candidates, I’ll leave you with a question: When imagining yourself at this company, do you feel excitement or apprehension? Trust your gut—it’s often your best guide.

For employers, consider this: Are you creating a culture that your ideal candidate would want to join?

Let’s continue to make culture alignment a priority. When the fit is right, it’s not just a win-win—it’s transformative.

What’s your experience with assessing company culture during interviews? Have you encountered any unexpected red flags or green lights? Share your thoughts in the comments!