▸ WHAT IT REVEALSShows they want honest dialogue, not a performance.▸ GOOD ANSWER LOOKS LIKEReal, thoughtful answer. Signals psychological safety and authenticity.▸ RED FLAGS'I honestly can't think of anything' — not credible.▸ FOLLOW-UP PROBEWhat's being done to address that?

▸ WHAT IT REVEALSShows they want full transparency, not just the best case.▸ GOOD ANSWER LOOKS LIKESpecific and honest. Reveals the culture's real DNA.▸ RED FLAGSCan't answer or only describes an extreme case.▸ FOLLOW-UP PROBEWhy does that person type tend to struggle here?

▸ WHAT IT REVEALSShows they're vetting culture claims vs. reality.▸ GOOD ANSWER LOOKS LIKEHonest answer with examples of how people actually work.▸ RED FLAGS'We believe in balance' without specifics.▸ FOLLOW-UP PROBEWhat's a recent example of the company supporting someone's personal needs?

▸ WHAT IT REVEALSShows positive curiosity, desire to understand team momentum.▸ GOOD ANSWER LOOKS LIKESpecific, proud, and energizing.▸ RED FLAGSStruggles to name one — could signal low morale or poor results.▸ FOLLOW-UP PROBEWhat made it happen?

▸ WHAT IT REVEALSShows interest in transparency and alignment.▸ GOOD ANSWER LOOKS LIKEClear cadence and format: all-hands, OKRs, manager cascades, etc.▸ RED FLAGS'We try to keep people informed' — vague.▸ FOLLOW-UP PROBEWhen was the last time you felt genuinely surprised by a company decision?

▸ WHAT IT REVEALSShows professionalism and desire for clarity on next steps.▸ GOOD ANSWER LOOKS LIKESpecific: stages remaining, timeline, who makes the decision.▸ RED FLAGSVague or can't commit to a timeline.▸ FOLLOW-UP PROBEIs there anything I can do or provide to support the process?

▸ WHAT IT REVEALSShows long-term thinking and investment in the role's future.▸ GOOD ANSWER LOOKS LIKEHonest about where the role may grow or shift.▸ RED FLAGS'We haven't thought that far ahead' — suggests short-term view.▸ FOLLOW-UP PROBEWhat would a strong performance review look like at the 12-month mark?

▸ WHAT IT REVEALSShows interest in the interviewer as a human.▸ GOOD ANSWER LOOKS LIKEPersonal and genuine. Often the most revealing question about culture.▸ RED FLAGSSounds like a company brochure.▸ FOLLOW-UP PROBEWhat do you find most frustrating?

▸ WHAT IT REVEALSShows directness, desire to address objections, maturity.▸ GOOD ANSWER LOOKS LIKEHonest answer that gives the candidate a chance to address gaps.▸ RED FLAGS'Not at all!' — usually untrue. Missed opportunity.▸ FOLLOW-UP PROBE[Let the candidate address whatever concern is raised.]

▸ WHAT IT REVEALSShows desire to understand trajectory and stability.▸ GOOD ANSWER LOOKS LIKETransparent about change — ideally with context and outcome.▸ RED FLAGSMinimizes significant changes or seems unaware of them.▸ FOLLOW-UP PROBEHow did those changes affect this team?

▸ WHAT IT REVEALSShows they're vetting the culture, not just the pitch.▸ GOOD ANSWER LOOKS LIKEHonest about how the company handles pressure. Specific examples.▸ RED FLAGS'We stay positive and push through' — too vague.▸ FOLLOW-UP PROBETell me about the most stressful moment in the last year for this team.

▸ WHAT IT REVEALSShows professionalism and interest in accountability culture.▸ GOOD ANSWER LOOKS LIKEClear process: goal-setting, reviews, feedback loops.▸ RED FLAGS'We're pretty informal' or 'we don't really do formal reviews' — yellow flag.▸ FOLLOW-UP PROBEHow does a high performer get recognized differently from an average one?

▸ WHAT IT REVEALSShows desire for full picture, not just the pitch.▸ GOOD ANSWER LOOKS LIKEHonest self-awareness. The best companies can name this quickly.▸ RED FLAGS'People think it's harder than it is' — too defensive.▸ FOLLOW-UP PROBEWhat do you wish someone had told you before you joined?

▸ WHAT IT REVEALSShows maturity and desire for growth environment.▸ GOOD ANSWER LOOKS LIKESpecific: regular cadence, format, manager vs. peer, formal vs. informal.▸ RED FLAGS'Whenever it comes up' — suggests no feedback culture.▸ FOLLOW-UP PROBECan you give me an example of a piece of feedback you recently gave or received?

▸ WHAT IT REVEALSShows curiosity and energy.▸ GOOD ANSWER LOOKS LIKEGenuine excitement with specifics. Signals what leadership cares about.▸ RED FLAGSStruggles to name something — could signal low morale or stagnation.▸ FOLLOW-UP PROBEWhat's kept you here through the exciting and the hard parts?

▸ WHAT IT REVEALSIntellectual courage. Desire to understand failure modes.▸ GOOD ANSWER LOOKS LIKEHonest, instructive. Shows they've reflected on what didn't work.▸ RED FLAGSRefuses to answer or gives only a diplomatic non-answer.▸ FOLLOW-UP PROBEWhat would have made that person more successful?

▸ WHAT IT REVEALSShows strategic curiosity.▸ GOOD ANSWER LOOKS LIKEClear, specific answer tied to product, market, or ops direction.▸ RED FLAGSCan't articulate a clear company direction.▸ FOLLOW-UP PROBEHow does this team fit into that bet?

▸ WHAT IT REVEALSShows awareness of cross-functional dynamics.▸ GOOD ANSWER LOOKS LIKEHonest about where friction exists. Names collaborative wins.▸ RED FLAGS'Great, we all get along' — oversimplified.▸ FOLLOW-UP PROBEWhich cross-functional relationship is most critical for success here?

▸ WHAT IT REVEALSShows growth orientation and investment mindset.▸ GOOD ANSWER LOOKS LIKESpecific programs, budgets, mentors, or opportunities named.▸ RED FLAGSVague answer or 'we just expect you to figure it out.'▸ FOLLOW-UP PROBEHow does development look different for someone in this role?

▸ WHAT IT REVEALSShows they're thinking beyond the offer.▸ GOOD ANSWER LOOKS LIKEStructured, thoughtful answer with milestones.▸ RED FLAGS'We're pretty informal about onboarding' can be a yellow flag.▸ FOLLOW-UP PROBEWhat's the most common sticking point for new hires in the first month?

▸ WHAT IT REVEALSShows interest in process, autonomy, and collaboration.▸ GOOD ANSWER LOOKS LIKEClear description of how decisions flow: consensus, data-driven, top-down, etc.▸ RED FLAGSInconsistent description suggests decision-making confusion.▸ FOLLOW-UP PROBEHow does that change during fast-moving or high-stakes moments?

▸ WHAT IT REVEALSShows depth of research and desire for transparency.▸ GOOD ANSWER LOOKS LIKEHonest, useful insight. Often reveals the hard parts.▸ RED FLAGS'I'm not sure' or 'nothing really.'▸ FOLLOW-UP PROBEIf you could change one thing about how this role is set up, what would it be?

▸ WHAT IT REVEALSShows desire to understand what's rewarded.▸ GOOD ANSWER LOOKS LIKESpecific traits or behaviors tied to real high performers.▸ RED FLAGSVague answer suggests unclear performance expectations.▸ FOLLOW-UP PROBEWhat about people who leave quickly — any common thread?

▸ WHAT IT REVEALSShows career orientation and ambition.▸ GOOD ANSWER LOOKS LIKESpecific pathways. Names where previous people in this role went.▸ RED FLAGS'We'll see how it goes' — signals no development plan.▸ FOLLOW-UP PROBEWhat's the most common next step someone in this role has taken?

▸ WHAT IT REVEALSShows intellectual honesty, learning culture orientation.▸ GOOD ANSWER LOOKS LIKEWillingness to name a real mistake signals psychological safety.▸ RED FLAGSDeflects or can only name tiny, safe mistakes.▸ FOLLOW-UP PROBEHow did leadership respond to that decision?

▸ WHAT IT REVEALSShows culture orientation, desire for environment fit.▸ GOOD ANSWER LOOKS LIKESpecific behaviors and examples, not just adjectives.▸ RED FLAGSSounds rehearsed or overly positive.▸ FOLLOW-UP PROBEWhat's something the culture does well that's hard to find elsewhere?

▸ WHAT IT REVEALSShows they care about fit, not just the job.▸ GOOD ANSWER LOOKS LIKESpecific, honest, and useful. Not just 'very supportive.'▸ RED FLAGSDefensive or evasive suggests potential management issues.▸ FOLLOW-UP PROBEHow does that style shift when things get stressful?

▸ WHAT IT REVEALSShows strategic thinking and desire for alignment.▸ GOOD ANSWER LOOKS LIKEClear link between role and company goals.▸ RED FLAGSUnclear answer suggests role lacks strategic importance.▸ FOLLOW-UP PROBEWhat would change about this role if those priorities shifted?

▸ WHAT IT REVEALSShows intellectual courage and interest beyond surface positives.▸ GOOD ANSWER LOOKS LIKEHonest answer that helps the candidate assess fit.▸ RED FLAGS'We don't really have any challenges' — not credible.▸ FOLLOW-UP PROBEHow has the team been handling it so far?

▸ WHAT IT REVEALSShows role focus, planning orientation.▸ GOOD ANSWER LOOKS LIKESpecific milestones. Real picture of expectations.▸ RED FLAGSVague or says 'just get settled in.'▸ FOLLOW-UP PROBEWhat's the biggest risk to someone succeeding here in the first 90 days?