1. Can you share your company's culture or mission statement?

Frequently, you can discover one or both of them in the job posting or on the corporate website. Ask if these are available if your research comes up empty. You should be able to see from the words what kind of culture the organization is attempting to create and how they plan to do it. Additionally, it says a lot about the culture if they lack either.

2. What is your management approach?

Before being recruited, hopefully, you'll interview with your boss. And even if you probably won't "connect" with that person, it's still crucial to find out how they handle their workers. You need to get along with your employer well if you want to work well together, so learning how they run things can help you decide if and how you can collaborate.

Even yet, it's doubtful that your possible new employer will declare that he or she will micromanage every choice you make. So pay attention to what they say and interpret what they don't say. I'll check in on your projects every day and provide my input and opinions on how things are progressing, a micromanager may say.

3. What are the company's core principles?

Asking your interviewer about the company's values and determining whether they coincide with your own is another technique to learn about a company's culture. For instance, if "radical honesty" is listed as one of the company's principles and the mere mention of it makes you uneasy, working there is probably not going to be your cup of tea.

4. What kind of professional development opportunities do you provide?

Large corporations frequently have well-defined career paths and professional development initiatives. However, smaller businesses frequently lack the space or resources to provide the same level of growth. Find out what kind of professional development or career progression is available. Does the business offer in-house training? Or, does it provide financial aid for outside training, and if so, how much annually? What options do you have to pick up new abilities if a promotion isn't likely in the near future?

5. What types of social gatherings take place?

Knowing what kinds of social events the company sponsors or does not sponsor for staff can tell you a lot about its culture, regardless of whether you desire to hang out with coworkers after work or not. For instance, in a fully remote workplace, nobody typically eats lunch in the break room at the same time, let alone together!

Staff may find it challenging to develop casual relationships with individuals outside of their team as a result. Does the business provide an online company lunch? Or arrange casual coffee dates with individuals from various teams? And do these events appear more mandatory or completely optional?

6. How are meetings initiated?

Every work involves some amount of meetings. Even though you would wish to inquire about the frequency and duration of meetings, finding out how meetings are initiated can reveal certain cultural aspects of the business. For instance, casually inquire about everyone's weekend. Or do meetings frequently begin with the agenda? These two very different methods reveal a lot about the potential formality or informality of the company's culture.