How to Identify Red Flags During Interviews

15 red flags to watch for during interviews - Remember: interviews are 2-way streets. While trying to impress and stand out, Make sure you also pay attention to whether YOU like THEM. It can be easy to brush off warning signs because you want the job, But you're better off recognizing red flags early. Watch out for these 15: 1) Badmouthing ↳Signs: Interviewers badmouth former employees, other candidates, or colleagues ↳Meaning: If they say that to an outsider, it's even worse on the inside 2) Unclear Role ↳Signs: Non-existent or vague job description, and mention of unlisted responsibilities ↳Meaning: You might not be getting what you think 3) Disorganized Process ↳Signs: Constant changes, rescheduling, lack of clarity, bad communication ↳Meaning: This may demonstrate the company's broader lack of organization 4) Constant Talk of Perks ↳Signs: Overemphasis on free snacks, games, drinks, memberships ↳Meaning: Perks can be a distraction from a bad underlying culture 5) Disrespectful Behavior ↳Signs: Interviewers are rude, confrontational, dismissive, or distracted ↳Meaning: If this is how they treat guests, imagine how they treat each other 6) Complicated Offer ↳Signs: Too many incentive-based pay components or fringe benefits ↳Meaning: They're distracting from low base pay or inadequate core benefits 7) Non-Responsive ↳Signs: Getting answers on timing, process, or follow-up questions is hard ↳Meaning: There's a lack of transparency and responsiveness in the organization 8) Extra Long Process ↳Signs: More rounds than mentioned, more than 4 total, or new assignments at every turn ↳Meaning: There's likely indecisiveness and bureaucracy in the organization 9) No Diversity ↳Signs: Every interviewer looks and talks the same and stresses cultural fit ↳Meaning: There may be limited diversity and too much "getting on board" 10) Negative Reviews ↳Signs: Your research turns up lots of negative customer and employee reviews ↳Meaning: There may be more to the story than what you see - dig in 11) Unreasonable Timeline ↳Signs: You're pressured to interview, accept, or start faster than normal ↳Meaning: Could be poor planning, inadequate staffing, or a negotiation tactic 12) One-Sided Approach ↳Signs: Limited time to ask questions, and no attempts to sell you on the role ↳Meaning: They do not value you enough and they see this as one-sided 13) Inadequate Pay ↳Signs: Salary range is absurdly broad or lower than expected ↳Meaning: The company doesn't prioritize pay as it should 14) No Career Talk ↳Signs: Non-answers to your questions about growth, and no mention of development ↳Meaning: This might not be a good role for career advancement 15) Lack of Mission ↳Signs: Interviewers can't state company's mission, and seem uninspired by work ↳Meaning: The organization likely lacks a driving purpose Have you seen any of these red flags before? ♻️ Share this to help those in your network who are interviewing. And follow me George Stern for more.

8 Red Flags To Watch For In Your Next Interview (Avoid Companies That Do These): 1. Disorganized / Rushed Scheduling Great companies have a clearly defined and documented process around scheduling, communicating, and moving candidates through the process. If the company is: Rushing you to book something Spotty with scheduling Rescheduling multiple times That’s a sign of larger issues. 2. Vague On The Role & It’s Responsibilities Great companies have a clear plan for every new hire that they make. If the job description for the role is vague, and the interviewer: Can’t provide more clarity Can’t speak to clear, tangible goals Can’t clearly define who would be a good fit It means whoever is hired is going to be set up to fail. 3. There’s A Lack Of Mutual Respect Great interviewers understand the interview is a two-way street. They show each candidate a level of mutual respect in their demeanor, questions, etc. If your interviewer is lacking in those areas, especially respect, that’s a big red flag. Ex: One of our clients last year was interviewed by someone who was in the middle of biking to get lunch. 4. Too Much Emphasis On “Fit” Over Skills Cultural fit is a critical part of making a great hire. But if an interviewer is focusing the majority of the conversation on how you’d fit the culture and there’s a lack of focus on your actual skills? That’s a company that’s more prone to: - Bias - Valuing personality over performance - A lack of diversity around ideas, solutions, etc. 5. Overselling The Company & Role Every role should have a vision for how it’s going to drive success for the company, team, and individual. But be wary if the interviewer is focusing 100% of their energy on talking about how amazing the company is with no mention of challenges, weaknesses, or struggles. If you find yourself in this position, asking questions like: “What’s the biggest challenge your team is facing right now?” “You mentioned [Initiative], what’s the largest hurdle the team will have to overcome to make that a success?” 6. Vague Answers To Your Questions Great companies should be able to provide clear answers around: - Goals - Challenges - Responsibilities - Vision - Etc. If your interviewer is providing vague answers or seems unwilling to provide that information? That’s a big red flag. 7. Trick Questions Or “Brain Teasers” “How many ping pong balls fit on an 747 airplane?” “How many gas stations are in Manhattan?” These types of brain teaser questions are often used by companies that are completely out of touch. They’ve been proven to have no impact on capability and top companies have moved away from them. Be wary of companies that put stock in questions like this.

Don’t be so blinded by your end goal that you miss serious 🚩 flags in your interview process! Here are the most common warning signals you'll encounter, along with questions you should be asking: 1. Too many departures / bad Glassdoor reviews Identify the impetus behind the churn – is this a symptom of a recent leadership or a major company pivot? It’s more likely to subside in that case (unless there’s a strong history of said changes). If it’s a longer tail churn that’s been around for a while, and you’re not getting any clear answers, you need to dig a little further: ❓ “What’s your temperature check on the current company climate? ❓ "What are you hopeful about, what are you less certain about?” ❓ “How do you personally view some of the recent departures and changes that the company is facing?” ❓ “Is there a common thread behind the changes? If not, what's your take?” 2. Role flip-flopping Do you seem to get a different response about what the role actually entails from each interviewer? The buck typically stops at the person in charge – aka your manager, major stakeholder, or CEO. Get clarity from these folks with the following Qs: ❓ “From your perspective, what’s the top priority you expect this person to focus on? What do you foresee this person tackling 6-12 months from now?” ❓ “I've noticed a few priorities have popped up from the team in my interviews (list them) – how would you rate the level of importance or urgency on these?” ❓ “What problems do you want this person to own vs support?” 3. Unclear culture Are you getting vague terms like “we’re a family” or “work hard, play hard” but not quite getting a clear picture of what any of that actually means in practice? Make sure you ask culture questions in EVERY interview to get as many perspectives as possible, and don't be afraid to ask for extra time later if you're presented with an offer: ❓ “How would you describe the work culture – what is encouraged, what’s discouraged?” ❓ “Does the team have any norms or rituals that are important?” ❓ “What kinds of behaviors or values are celebrated by leadership? Do they ever discourage any particular behaviors?" ❓ “How do people typically take time in regards to PTO, sick, or personal situations?” Do the necessary vetting on your end to make sure you’re going in eyes wide open!

 After several years in clinical research, I can spot a toxic workplace in the first interview. Here are the red flags I wish I'd known at 25. I've sat across from hiring managers who smiled while describing nightmares. "We're like a family here" = We have no boundaries "Fast-paced environment" = Chronic understaffing "We wear many hats" = No clear job description "Competitive salary" = Below market rate But the biggest tell? How they answer this question: "What happened to the last person in this role?" Their response tells you everything. I once interviewed at a CRO where the hiring manager said: "She just couldn't handle the pressure." Red flag? More like a red billboard. Here's what I look for now: TOXIC SIGNS: • High turnover mentioned casually • Vague answers about work-life balance • "We work hard, play hard" culture • No questions about YOUR goals • Rush to make an offer • Current employees look exhausted • Manager talks over you • Zero diversity in leadership • "Other duties as assigned" appears 5x GREEN FLAGS: • Clear growth paths discussed • Specific examples of employee development • They ask about your preferred work style • Transparency about challenges • Current team members interview you • Realistic timeline expectations • Manager listens more than talks • Actual work-life balance policies • They check YOUR references too The interview where I knew I'd found gold? The hiring manager said: "The last person got promoted to Lead CRA after 18 months. We're looking for someone with similar growth potential." Then she asked: "What does success look like for you in 2 years?" That's when I knew. They weren't filling a seat. They were investing in a person. I took that job. Best decision of my career. Remember: You're not desperate. You're discerning. The right role is worth waiting for. The wrong one will cost you more than money. Trust your gut. If something feels off in the interview, it only gets worse once you're in. What red flag have you learned to spot? Drop it below. Let's help each other dodge bullets. Need help to interview better? DM me. #ClinicalResearch #JobInterview #WorkplaceCulture #CareerAdvice #ToxicWorkplace #Leadership

Ever walked out of an interview feeling like you just dodged a bullet? I’ve been there. And one interview, in particular, still makes me cringe. It started with a recruiter reaching out for a “quick chat” about a role. Sounded great until the call began. First red flag? 🚩 The recruiter couldn’t explain the job responsibilities clearly. “It’s a bit of everything,” they said. Okay… vague, but maybe they’re just not the hiring manager. Second red flag? 🚩🚩 They asked me to come in for an in-person interview the next day. No time to prepare, no details about who I’d be meeting. Strange, but I went anyway. Third red flag? 🚩🚩🚩 I show up, and the “interview” is a group discussion with 5 other candidates. Wait, what? We’re all sitting in a conference room, taking turns answering the same generic questions. Then, the hiring manager drops this gem: “We’re looking for someone who can wear multiple hats sales, marketing, operations, maybe even some HR.” So… you want one person to do four jobs? But the kicker? When I asked about team structure, they said, “Oh, you’d be the first hire in this department. You’ll basically be building it from scratch.” So, no support, no resources, and no clarity? Hard pass. By the end, it was clear: this company had no idea what they needed, and they were hoping to find someone desperate enough to figure it out for them. Moral of the story? If a company can’t articulate the role, respect your time, or provide basic support, believe them. Sometimes, the best career move is knowing when to walk away. Have you ever had an interview like this? Or maybe you ignored the red flags, took the job, and later realized you should’ve listened?

The red flags you should never ignore in an employer A bad job can cost you more than just time. It can drain your energy, stall your career growth, and leave you worse off than when you started. Here’s what to watch out for at every stage: 🚩 Job Description Red Flags 🔴 Vague or overly broad responsibilities – If the role isn’t clearly defined, expect constant scope creep and unclear expectations. 🔴 “Fast-paced environment” & “wear many hats” – Often code for being overworked and underpaid. 🔴 Unrealistic requirements – A junior role shouldn’t ask for 5+ years of experience. 🔴 No salary range listed – Companies that hide pay upfront may not offer fair compensation. 🚩 Interview Red Flags 🔴 Disorganized process – If they keep rescheduling, forget details about you, or seem unprepared, it’s a sign of internal chaos. 🔴 Dodging salary discussions – A good employer is transparent about pay, not secretive. 🔴 Negative talk about former employees – If they badmouth previous staff, imagine how they talk about you when you leave. 🔴 Vague answers about growth & culture – If they can’t describe how they invest in employees, they probably don’t. 🚩 Negotiation Red Flags 🔴 “This is the best we can do” without discussion – Employers who refuse to negotiate often undervalue their employees. 🔴 Pressuring you to decide quickly – If they rush you, they don’t respect your decision-making process. 🔴 Unclear contract terms – Always read the fine print. Look for hidden clauses around pay, responsibilities, or non-competes. 🔴 Equity or benefits in place of fair salary – Perks are great, but you can’t pay rent with stock options that may never vest. The best employers value your time, skills, and well-being. If something feels off, trust your gut. The right job will respect you from day one. What’s the biggest red flag you’ve ever spotted in a job search?

𝗛𝗼𝘄 𝘁𝗼 𝗗𝗲𝘁𝗲𝗰𝘁 𝗮 𝗧𝗼𝘅𝗶𝗰 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝘽𝙚𝙛𝙤𝙧𝙚 𝗬𝗼𝘂 𝗔𝗰𝗰𝗲𝗽𝘁 𝘁𝗵𝗲 𝗢𝗳𝗳𝗲𝗿 𝘋𝘪𝘴𝘤𝘭𝘢𝘪𝘮𝘦𝘳: It's not easy. But it's often feasible. And no, it's not just about checking out the Glassdoor reviews (they're often biased, engineered, or not specific to the team you'll join). What you need to do is train your radar during the interview process. Here’s what I’ve learned (sometimes the hard way): 𝟭. 𝗘𝘅𝗽𝗹𝗶𝗰𝗶𝘁𝗲𝗹𝘆 𝗮𝘀𝗸 “𝗪𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗵𝗲𝗿𝗲 𝘄𝗵𝗲𝗻 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗳𝗮𝗶𝗹𝘀?” Almost everyone will talk about growth mindset when you do. But a vague answer is a huge red flag. Great teams have rituals for learning from failure because they recognize failure as part of regular business. Look for real examples of how a failure has led to a great outcome, not just cliché "we believe in failing fast" inspirational answers. 𝟮. 𝗣𝗮𝘆 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 𝗮𝗿𝗲𝗻’𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺 Do they praise others across functions? Or roll their eyes or smirk about product, design, legal or leadership? If they’re casually cynical when they don't even know you yet, imagine what happens after a bad quarter. 𝟯. 𝗔𝘀𝗸 “𝗪𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝗜 𝗯𝗲 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲 𝗳𝗼𝗿 𝗶𝗻 𝘁𝗵𝗶𝘀 𝗿𝗼𝗹𝗲?” 𝘁𝗼 𝙙𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙩 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗿𝘀 If you get different answers, it's a red flag because either leadership is not transparent what role you're actually interviewing for, or the role is still undefined. Roles are usually more fluid in startups, but you still need to ensure that you won't have to fight for scope. 𝟰. 𝗪𝗮𝘁𝗰𝗵 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆 𝘁𝗿𝗲𝗮𝘁 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲 If they rescheduling 3x without an apology or do not give you updates (even if it's just to say they haven't made a decision yet), it's not good (no exceptions, even for FAANGs). If an interviewer is excited, they'll make sure you're not left in the dark, even if they're busy. 𝟱. 𝗡𝗼𝘁𝗶𝗰𝗲 𝘄𝗵𝗼 𝘆𝗼𝘂'𝗿𝗲 𝗮𝗹𝗹𝗼𝘄𝗲𝗱 𝘁𝗼 𝘀𝗽𝗲𝗮𝗸 𝘁𝗼 🟡 If you're only speaking with peers from your future, it's a yellow flag because the hiring manager might not value the opinion from adjacent teams. 🔴 If you're interviewing for a leadership role but aren't given the opportunity to speak to the people who will report to you, it often means they haven't informed the team that they were hiring a new leader, and that's definitely a red flag. 🔴 If you’re meeting only execs, it's a red flag because it means they might not want you to find out what's happening on the ground. One of the most telling interviews of my life was a 2:1 interview where one of the interviewers wasn't even able to ask a question out of fear of the other one. 👉 When you join a new team, you’re entering a culture. And every culture leaves clues, if you’re watching for them. #CareerAdvice #Leadership #WorkplaceCulture #JobInterviewTips

I’ve been in executive search long enough to see a pattern: - A company is struggling with high turnover. - They invest heavily in recruitment, employer branding, and hiring incentives. - They get excited about strong candidates-only to lose them at the final stage. Why? Because top candidates aren’t just evaluating the role-they’re evaluating the company. And the truth: If your culture is broken, your hiring process is just window dressing. Executives love to ask, “How do we attract A-players?” But they don’t always ask, “Why would an A-player choose to stay here?” - Great candidates don’t just look at salary-they look at reputation. And in the age of Glassdoor, Blind, and LinkedIn, company cultures are an open book. - They talk to past and current employees. If your people aren’t recommending your company, that’s a flashing red flag. - They assess leadership in interviews. A hiring process filled with vague answers, unclear expectations, or high-pressure urgency screams dysfunction. Your ability to recruit top talent is directly tied to your ability to build a culture that people actually want to work in. Too many leadership teams try to “sell” candidates on a dream instead of addressing the real issues driving people away. - Telling half-truths → “We have a strong culture!” (But turnover is high, and employee engagement scores are low.) - Hiding red flags → “Work-life balance is important to us.” (But leadership quietly expects 70-hour weeks.) - Ignoring internal data → Exit interviews consistently show the same culture problems, but leaders dismiss them as “one-off cases.” The best candidates don’t fall for PR spins. They see the gaps. And when they do? They walk. Leaders Need to Audit Themselves Before Hiring If you’re struggling to attract and retain top talent, ask yourself: ✅ Would I enthusiastically recommend this company to my own network? ✅ What are the top reasons employees leave-and are we actually addressing them? ✅ Are we coaching and developing leaders, or just cycling through people?  Culture isn’t what you write in your job descriptions-it’s what candidates hear in backchannel conversations. 📩 If you’re ready to build a culture that attracts—not repels—top talent, let’s connect. #ExecutiveCoaching #Leadership #TalentStrategy #CultureMatters #HighPerformanceTeams

Harsh Truth: One bad hire can ruin a great team. Here are 9 interview flags I avoid at all costs: Who you hire is the most impactful decision a leader can make. The only thing more important than finding a rising star?  Avoiding a hire who'll bring down the whole team.  Steer clear of these characters. The Unprepared Player 🚩Red Flag: Shows up knowing nothing about company or role ⚠️Problem: Will require constant hand-holding and oversight 🔎Spot It: Ask about company challenges or competitors The Silent Observer 🚩Red Flag: Asks no questions or only surface-level logistics ⚠️Problem: Lacks curiosity and strategic thinking 🔎Spot It: Leave time at the end for them to lead The Feedback Deflector 🚩Red Flag: Becomes defensive or dismissive when receiving feedback ⚠️Problem: Will resist coaching and stall development 🔎Spot It: Give real-time feedback - are they furious or curious? The Boundary Defender 🚩Red Flag: Rigidly focused on roles, responsibilities, and limitations ⚠️Problem: Creates silos and refuses to adapt to business needs 🔎Spot It: Present scenarios requiring agility - avoid "not my job" thinking The Detail Dodger 🚩Red Flag: Provides vague responses about past experiences ⚠️Problem: May be hiding performance issues or exaggerating impact 🔎Spot It: Ask for metrics in different ways - listen for consistency The Devil's Advocate 🚩Red Flag: Constantly challenges ideas without offering solutions ⚠️Problem: Will create team friction and slow decision-making 🔎Spot It: Present a plan - do they critique or construct alternatives? The Energy Vampire 🚩Red Flag: Creates unexplained tension or exhaustion in conversations ⚠️Problem: Will drain team morale and create cultural debt 🔎Spot It: Do interviews at your peak energy - if you're drained, it's them The Credit Collector 🚩Red Flag: Claims individual credit for team successes ⚠️Problem: Will create trust issues and damage collaboration 🔎Spot It: Ask about achievements - listen for "I" vs "we" and role clarity The Surface Skimmer 🚩Red Flag: Shows minimal depth in professional knowledge ⚠️Problem: Lacks the curiosity needed for growth 🔎Spot It: Probe for depth with follow-ups to their answers Interview Pro Tips: • Look for patterns across multiple interactions • Keep them talking: "Why?" "How?" "Tell me more."  • Use reference checks to connect the dots on any doubt Remember:  Recruiting is a math problem.  You want to make high-probability bets.  Not accidentally do subtraction with your new addition. Helpful?  ♻️Please share to help others. 🔎Follow Dave Kline for more. 📌Join our free hiring workshop. Details in the pinned comment below ⬇️ 

Ever left an interview feeling off? Here’s why—9 red flags to watch for. 👇 An important post from Rob Dance From over 1000 post comments: "The hiring process is broken and riddled with bad habits." While I believe most companies and agencies do an awesome job, Some are out there to exploit you. So, here are 9 interview red flags you NEED to watch out for: 1️⃣ We're like a family ↳ Hear this and it's time to walk out. It normally means they will violate boundaries and won't care about your feelings or efforts. 2️⃣ Five rounds of multi-hour interviews and assessments ↳ Unless you’re applying for the top job, there’s no reason to waste your time with such a horrible drawn-out hiring process. It normally means they aren’t prepared for interviewing, or they're happy to waste YOUR time whilst they can’t decide. 3️⃣ Bait and switch ↳ If the job you're interviewing for isn't what you thought you applied for, take note. They might be desperate for staff or trying to trick you into accepting a lower salary than advertised. 4️⃣ Lack of Clarity About Job Expectations ↳ If they can't explain the job’s responsibilities, reporting structure or goals it might show the company's a mess or they're using the interview process (and YOU) to figure this out. 5️⃣ Future promises ↳ Any job promises about promotions or pay rises mean nothing unless they're SMART and written down as part of your job offer. 6️⃣ Salary range is 30k - 150k or 'Competitive' ↳ A huge range or the word 'competitive' says they're not serious about paying fairly or they haven't clearly defined the role's requirements or value, which can lead to disagreements down the line. 7️⃣ Looking for someone to hit the ground running ↳ While it might seem like a reasonable expectation, this often means the team's short-staffed or under a lot of pressure. You might not get much onboarding and support starting out, which can be really tough. 8️⃣ Benefits are which are Non-Benefits ↳ They brag about benefits like training, overtime, free parking, team socials, free uniform, casual Fridays, flexible working, tea and coffee, a pension contribution, equipment to do your job, the legal annual leave allowance. Today, these are just COMMON practice. 9️⃣ The interview is too short ↳ A 20 minute interview might be a relief, but it could mean they're desperate to fill the position, the interview process is weak, or they undervalue the importance of ensuring a good fit for you, them and the team. ❓ Have you ever been subjected to any of these tactics before? ♻️ Found this helpful? Repost to help your LinkedIn network. ➕ And follow Rob Dance and Dr. Chris Mullen for more LinkedIn content like this!