It’s easy to fall into the trap of thinking interviews are a one-way street, especially when you’re sitting across from a panel, bracing yourself for the firing line of questions they’re throwing out to see if you’re the right candidate.
What many candidates don’t realize is that the interview is as much your chance to evaluate them as it is their chance to evaluate you. In fact, if you have a skillset that would be deemed a ‘scarce-skill’, the balance of power often shifts in your favour. Employers are competing for you just as much as you’re competing to join them.
When candidates don’t interview the company in return, I hear the same regrets 2–5 months down the line:
“I was mis-sold for the opportunity.”
“I had no idea what I was signing up for, and the environment just wasn’t for me.”
These situations CAN be avoided. Flipping the script means doing your homework before the interview, asking the right questions in the room. and not getting blinded by the dollar signs.
Map out your next move
I’m always surprised by how many candidates don’t do this. It should be your first step when engaging with the job market. Create a simple framework that breaks down what matters to you into clear categories:
- Deal-breakers: The absolute no-go’s. These are the things you would never consider in a role (e.g., relocation to a city you won’t live in, or a salary below your baseline).
- Needs: The non-negotiables you must have to make a role viable (e.g., hybrid working, defined career progression).
- Desires: Your “ideal scenario” list — the extras that would make a role close to perfect (e.g., international exposure, equity options, certain tech stacks).
- Green flags: Positive signals that the organisation is a good fit (e.g., strong leadership, low staff turnover, transparent communication).
- Red flags: Warning signs that should put you on alert (e.g., vague answers about culture, high attrition, poor reputation in the market).
A few key factors to weigh up across these categories (of course there are loads, and it comes down to the individual:
- Industry (banking, fintech, FMCG, etc.)
- Organisation size (corporate, SME, start-up, etc.)
- Salary (a realistic range, from your baseline up to your target)
- Office set-up (onsite, hybrid, or remote)
- Relocation and travel requirements
- Working hours (local vs international time zones)
- Cultural (where you’ll get a lot of your red or green flags from)
- Technical work (what you want to gain exposure to, what type of projects you want to work)
By mapping this out, you walk into every interview with clarity. Instead of just answering their questions, you’ll be assessing whether the opportunity matches your criteria, eyes wide open.
Do your research
Many of the questions you’re likely to have can already be answered with some upfront research. Basic details such as company size, location, and leadership team are easy to find on LinkedIn / Google. You can also use LinkedIn’s Insights tab to check their headcount trends: are they expanding, stable, or in decline?
Go further by digging into:
- Products and services – Understand what they actually do, who their customers are, and how they position themselves in the market.
- Recent news and updates – Funding rounds, product launches, restructures, or acquisitions often hint at stability and growth opportunities.
Prepare your questions
And finally, here is a cheat sheet of the questions that will help you in making smart decisions when it comes to choosing your next gig:
Role & Expectations
- What does success look like in this role after 6 months and 1 year?
- Can you share examples of the type of projects I’d work on in my first 90 days?
- What are the immediate challenges this role should address?
Team & Leadership
- How would you describe the team’s culture and ways of working?
- What’s the leadership style of my direct manager?
- How does the team measure and celebrate success?
- What qualities do the most successful people in this team share?
Company Health & Growth
- Is this a backfill or a strategic hire? What other strategic hires are being made this year?
- How has the company changed in the last 2 years?
- What are the company’s biggest opportunities and challenges right now?
- How do you see the industry evolving, and how is the company preparing?
Development & Progression
- What career paths have others in this role moved into?
- How do you support ongoing learning and development (training, certifications, mentorship)?
- How do performance reviews work here?
Culture & Retention
- How long do people typically stay in this team/role?
- Why did the last person in this role leave?
- What do employees value most about working here?
- What challenges do employees face that aren’t in the job description?
Work Setup & Flexibility
- How does the company approach hybrid/remote work?
- How are international hours or travel handled?
- What’s expected around after-hours availability?
Closing Questions
- Do you have any concerns about my fit or background that I can address?
- If I were successful, what would you want me to achieve first?