▸ WHAT IT REVEALSSelf-image, reputation awareness, values in action.▸ GOOD ANSWER LOOKS LIKESpecific, humble, and consistent with what they've said elsewhere in the interview.▸ RED FLAGSToo modest (deflects) or too boastful. Inconsistent with the rest of the interview.▸ FOLLOW-UP PROBEWhat would your biggest critic say about you?

▸ WHAT IT REVEALSIntrinsic motivation, need for visibility, impact orientation.▸ GOOD ANSWER LOOKS LIKEValues impact, not just visibility. Can work on important things even when credit is shared.▸ RED FLAGSOnly cares about visible credit. Or completely indifferent to impact.▸ FOLLOW-UP PROBETell me about a contribution you made that very few people knew about.

▸ WHAT IT REVEALSData orientation, comfort with evidence-based decisions.▸ GOOD ANSWER LOOKS LIKEComfortable. Uses data while acknowledging qualitative signal.▸ RED FLAGSOnly trusts gut, or is so data-dependent they can't operate with ambiguity.▸ FOLLOW-UP PROBETell me about a time data told you one thing and your gut told you another.

▸ WHAT IT REVEALSDealbreakers, expectations alignment, honesty.▸ GOOD ANSWER LOOKS LIKEHonest, specific, and grounded. Flags misalignment early rather than tolerating it.▸ RED FLAGSLists dealbreakers that are easily hidden until later.▸ FOLLOW-UP PROBEHow do you spot those dealbreakers during an interview process?

▸ WHAT IT REVEALSStandards management, frustration tolerance, teamwork.▸ GOOD ANSWER LOOKS LIKEFocuses on their own output, finds ways to complement the team, raises it if it impacts delivery.▸ RED FLAGSResents others loudly. Or silently absorbs others' work without addressing it.▸ FOLLOW-UP PROBEHow do you avoid becoming resentful in that kind of dynamic?

▸ WHAT IT REVEALSRisk tolerance, growth mindset, failure culture fit.▸ GOOD ANSWER LOOKS LIKESees failure as data. Can cite examples of learning from failure.▸ RED FLAGSEither avoids risk entirely or is cavalier about failure.▸ FOLLOW-UP PROBETell me about a failure you're actually grateful for.

▸ WHAT IT REVEALSManagement style alignment.▸ GOOD ANSWER LOOKS LIKESpecific, grounded in real experiences. Shows pattern awareness.▸ RED FLAGSEither too vague or describes someone who sounds like a bad manager.▸ FOLLOW-UP PROBEWhat's the biggest mismatch you've had with a manager?

▸ WHAT IT REVEALSMotivation type, management fit.▸ GOOD ANSWER LOOKS LIKEHonest and specific: public/private, peer/manager, intrinsic/extrinsic.▸ RED FLAGS'I don't need recognition' (usually untrue) or only cares about comp.▸ FOLLOW-UP PROBEWhat's the most meaningful piece of recognition you've ever received?

▸ WHAT IT REVEALSAuthority navigation, confidence, respectful assertiveness.▸ GOOD ANSWER LOOKS LIKERespectful but not deferential. Can assert a view with evidence.▸ RED FLAGSEither too deferential or inappropriately casual.▸ FOLLOW-UP PROBETell me about a time you influenced someone much more senior than you.

▸ WHAT IT REVEALSPsychological safety contribution, directness.▸ GOOD ANSWER LOOKS LIKEWelcomes it. Actively invites it. Can model respectful pushback.▸ RED FLAGSAvoids conflict entirely. Or confuses disagreement with disrespect.▸ FOLLOW-UP PROBETell me about a time you pushed back in a room that didn't want to hear it.

▸ WHAT IT REVEALSStandards, quality orientation, work ethic.▸ GOOD ANSWER LOOKS LIKEClear personal standard. Not perfectionism — knows when 'good enough' is right.▸ RED FLAGSCan't differentiate. Or sets unrealistically high bars.▸ FOLLOW-UP PROBEHow do you know when to stop improving something and ship it?

▸ WHAT IT REVEALSCultural tone, social style, warmth.▸ GOOD ANSWER LOOKS LIKEHealthy use of humor. Understands boundaries. Doesn't use it to deflect.▸ RED FLAGSNo humor at all (overly rigid) or humor that crosses lines.▸ FOLLOW-UP PROBETell me about a time you used humor to defuse a tense situation.

▸ WHAT IT REVEALSProfessionalism, emotional regulation, advocacy.▸ GOOD ANSWER LOOKS LIKERaises it through the right channels. Accepts decisions even when disagreeing.▸ RED FLAGSComplains loudly or silently checks out.▸ FOLLOW-UP PROBECan you give an example of a time that happened?

▸ WHAT IT REVEALSIntrinsic motivation, resilience, work ethic.▸ GOOD ANSWER LOOKS LIKEFinds meaning in the role's context. Builds their own motivation.▸ RED FLAGSDisengages quickly. Or can't describe a time work was slow.▸ FOLLOW-UP PROBEWhat's the most boring stretch you've had in a job, and how did you handle it?

▸ WHAT IT REVEALSDEI orientation, values in action.▸ GOOD ANSWER LOOKS LIKEEmbedded in how they work — not a separate program or performative answer.▸ RED FLAGSOnly mentions DEI initiatives, not behaviors. Or gives a canned answer.▸ FOLLOW-UP PROBETell me about a time you actively included someone who might have been overlooked.

▸ WHAT IT REVEALSValues, non-negotiables, standards.▸ GOOD ANSWER LOOKS LIKESpecific, principled, and consistent with high-functioning team norms.▸ RED FLAGSToo rigid (minor pet peeves) or too tolerant (no real standards).▸ FOLLOW-UP PROBEHave you ever worked alongside someone with those behaviors? What happened?

▸ WHAT IT REVEALSVulnerability, trust, culture of openness.▸ GOOD ANSWER LOOKS LIKEComfortable being honest about what went wrong. Models transparency.▸ RED FLAGSOnly shares wins. Protects reputation over team learning.▸ FOLLOW-UP PROBEHave you ever publicly shared a failure with your team? What happened?

▸ WHAT IT REVEALSInclusion, diversity comfort, openness.▸ GOOD ANSWER LOOKS LIKEGenuinely values it. Can give specific examples of learning from difference.▸ RED FLAGSPolitely says the right thing but examples don't back it up.▸ FOLLOW-UP PROBETell me about a time you changed your view because of someone different from you.

▸ WHAT IT REVEALSCommunity orientation, social style at work.▸ GOOD ANSWER LOOKS LIKEIntentional but not forced. Connects work relationships to better outcomes.▸ RED FLAGSPurely transactional ('I'm here to work, not make friends').▸ FOLLOW-UP PROBEWhat's the best working relationship you've built and why?

▸ WHAT IT REVEALSFeedback culture fit, maturity.▸ GOOD ANSWER LOOKS LIKESees feedback as a gift. Specific about how they give and receive it.▸ RED FLAGSDefensive about receiving. Avoids giving difficult feedback.▸ FOLLOW-UP PROBETell me about a time you changed your mind based on peer feedback.

▸ WHAT IT REVEALSStartup tolerance, change resilience.▸ GOOD ANSWER LOOKS LIKEEnergized or at least comfortable. Has specific coping strategies.▸ RED FLAGSNeeds heavy structure and clear process to function well.▸ FOLLOW-UP PROBETell me about the most ambiguous environment you've been in.

▸ WHAT IT REVEALSStandards, integrity, peer culture.▸ GOOD ANSWER LOOKS LIKEAddresses it directly or through appropriate channels. Doesn't ignore it.▸ RED FLAGSIgnores it. Or reports immediately without a direct conversation first.▸ FOLLOW-UP PROBEHow do you handle it if they push back?

▸ WHAT IT REVEALSOwnership culture, peer accountability.▸ GOOD ANSWER LOOKS LIKEPersonal ownership. Doesn't blame. Holds themselves and others to standards.▸ RED FLAGSAccountability = blame. Or deflects ownership constantly.▸ FOLLOW-UP PROBEHow do you hold a peer accountable without formal authority?

▸ WHAT IT REVEALSChange tolerance, company loyalty, adaptability.▸ GOOD ANSWER LOOKS LIKEAccepts strategic pivots professionally. Raises concerns constructively.▸ RED FLAGSResists any change. Or is so flexible they have no conviction.▸ FOLLOW-UP PROBETell me about a direction change you disagreed with. What did you do?

▸ WHAT IT REVEALSMission-driven vs comp-driven motivation.▸ GOOD ANSWER LOOKS LIKEGenuine connection between work and meaning. Doesn't need to perform virtue.▸ RED FLAGSMission is irrelevant, or fakes alignment without knowing what yours is.▸ FOLLOW-UP PROBEWhat mission would you NOT work for, even for great pay?

▸ WHAT IT REVEALSCultural fit signal, self-awareness, honesty.▸ GOOD ANSWER LOOKS LIKEHonest contrast with specific examples. Shows pattern awareness.▸ RED FLAGSCan't describe a culture they didn't thrive in.▸ FOLLOW-UP PROBEWhat was the key difference between the two?

▸ WHAT IT REVEALSWork style, sustainability, expectations alignment.▸ GOOD ANSWER LOOKS LIKEHonest about their model. Not performative in either direction.▸ RED FLAGSOverworking as a badge of honor, or signals poor boundary management.▸ FOLLOW-UP PROBEHow have you maintained that in a high-pressure role?

▸ WHAT IT REVEALSWork style fit, team vs solo orientation.▸ GOOD ANSWER LOOKS LIKEComfortable with both. Knows when each is appropriate.▸ RED FLAGSStrong preference for one with no flexibility.▸ FOLLOW-UP PROBEGive me an example of a time you had to work both ways in the same week.

▸ WHAT IT REVEALSValues alignment, cultural priorities.▸ GOOD ANSWER LOOKS LIKESpecific values named with evidence of living them. Not just buzzwords.▸ RED FLAGSRecites ideal platitudes that don't match their actual experience.▸ FOLLOW-UP PROBETell me about the best culture you've been part of. What made it that way?

▸ WHAT IT REVEALSEnvironment alignment, self-awareness.▸ GOOD ANSWER LOOKS LIKESpecific about conditions that help them thrive. Links to real examples.▸ RED FLAGSDescribes the opposite of your culture without knowing it.▸ FOLLOW-UP PROBEWhat's an environment that held you back and why?