Interview Red Flags: 5 Signs the Company Culture is Not for You (and How to Ask)

So you've landed the interview; the job description looks tops, the pay's right, and you’re feeling keen. But landing a great job isn't just about impressing them; it's about making sure they impress you. You’re not just looking for a chair; you’re looking for a good fit, mate.

A bad cultural fit can turn a dream job into a nightmare faster than a seagull can nick your chips. Here are five crucial red flags to look out for during your interview process, and the non-confrontational ways to ask about them.

🚩 Red Flag 1: The 'Work Hard, Play Hard' Vibe Without Boundaries

A company boasting about its "hustle culture" might sound dynamic, but in Australian English, that often translates to unpaid overtime and burnout. The biggest risk is a lack of respect for personal time.

What to Look For:

• Vague language around work-life balance, like "We're all hands on deck" or "We’re super dedicated."

• The interviewer proudly mentioning working late nights or weekends as a normal practice, not an exception.

How to Ask About It (The Boundary Check):

“I’m really focused on delivering great results, and I find being well-rested helps. Can you describe what a typical busy period looks like here, and what the strategies are to ensure the team isn't consistently working outside of standard hours?”

🚩 Red Flag 2: Poor Staff Retention or Evasion on Turnover

If the interviewer seems shifty when you ask about why the last person left, or if they’re constantly hiring for the same role, that’s a massive warning sign. High turnover usually points to toxic management, unsustainable workloads, or a dud culture.

What to Look For:

• The interviewer says the previous person was a "poor fit" without any concrete detail.

• The company has multiple internal job openings simultaneously for non-growth roles.

How to Ask About It (The Stability Check):

“It sounds like a great opportunity. To help me understand the team structure, could you share the typical tenure or longevity of employees in this department, and perhaps what this role's successor has moved on to achieve?”

🚩 Red Flag 3: The Manager Seems Disinterested or Overly Dominant

The person interviewing you is likely your direct manager - the most critical factor in your day-to-day happiness. If they’re late, unprepared, or talk over you, they're showing you how they operate. If they spend 80% of the time talking about their own achievements, they may be a micro-manager who doesn't value input.

What to Look For:

• They don't refer to your CV/resume.

• They use phrases like "I need someone to..." rather than "We need a partner to..."

• They interrupt or seem dismissive of your questions.

How to Ask About It (The Autonomy Check):

“I thrive with clear direction but also appreciate autonomy. How do you approach performance reviews and delegating new projects? For example, once I have a brief, how much room is there for me to own the execution?”

🚩 Red Flag 4: Silence on Career Development and Growth

If a company can only talk about the immediate tasks and struggles to articulate a career path or Learning & Development (L&D) opportunities, they’re likely only looking for someone to plug a hole, not invest in a career.

What to Look For:

• A complete focus on immediate operational struggles and back-filling work.

• Vague answers about L&D like "We'll see" or "There’s a budget for training if you need it."

How to Ask About It (The Future Check):

“I’m keen to grow my skills over time. Can you share an example of a recent professional development opportunity that someone in this role, or department, has benefited from in the last year?”

🚩 Red Flag 5: The Complete Lack of Diversity and Inclusion

Look around the virtual or physical room. If every manager or senior employee you interact with looks and sounds exactly the same, it can signal a lack of inclusive culture and groupthink. A diverse and inclusive workplace is a healthier, more innovative one.

What to Look For:

• A homogeneous senior leadership team.

• Marketing materials that talk about diversity but aren't reflected in the staff you meet.

How to Ask About It (The Inclusion Check):

“I believe diverse teams achieve better results. How does the company actively support inclusion and belonging, and are there any employee resource groups or mentoring programs currently in place?”

By being prepared to ask these tough questions, you'll flip the script. You’re not just auditioning for the role; you're determining if this company is worthy of your time and talent.

Ready for a Culture that Actually Fits?

If you’re ready to stop dodging cultural red flags and find a role where your values truly align, you need a specialist partner. At Civitas Talent, we connect top-tier HR and HSE professionals with businesses that champion great culture, not just talk about it.

Let us connect you with a company that’s worthy of your expertise.

Find Your Next HR/HSE Role with Civitas Talent Today