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How to Ask Questions to Assess Company Culture as a Sofware Developer

Asking questions and knowing how to ask questions to assess company culture as a software developer is crucial.

I had the opportunity to fly around quite a bit in my career. Large and small enterprises, software development and traditional IT, insurance to delivery logistics, face-to-face and remote locations. I spent a lot of time thinking about the elusive concepts of team culture.

When you search the internet, all kinds of definitions come to mind. Corporate culture is the sum of the attitudes, ideals, and characteristics of an organization. 

In short, corporate culture is defined as a shared set of values, goals, attitudes, and practices that make up an organization. This helps to some extent-it’s great for general definitions and abstractions, but how do you evaluate the culture of job interviews?

Asking only about corporate culture usually only answers questions that are difficult to verify, such as its splendor, cooperation, and mutual support. So today I would like to write about how software engineers value corporate culture. Some general thoughts on the passing

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Invert the Script

Many of these suggestions will feel like asking the interviewer’s interview questions. It may seem a little strange, but when you think about it, it will be judged by a similar question. Why doesn’t it work for you to rate your company in the same way?

Assess the Company’s Culture: Spread the Question

There are probably 5-6 interviews between the on-site and phone screens, which can increase your chances of asking questions to assess when meeting and greeting your manager. That may sound daunting, but in my experience, it usually takes 5 minutes per interview. 

So it’s a good idea to choose two or three questions to ask at each interview as a software developer. Create questions to learn the interviewer’s personal experience. When it comes to big companies, the answer quickly becomes commonplace. Ask the question a few times, starting with what is most important to you. Once you have enough information to feel comfortable, move on.

Gain experience as an interlocutor. The company culture is ambiguous and very difficult to assess. There is rarely reliable data. Look for anecdotes instead. The story of what your interviewer experienced. Given a consistent answer, I’m thinking about hearing how the problem was treated and getting used to the answer.

So, Let’s get into the questions I ask.

  • Tell me from the time and the project from the rail 

This is usually the first questions. The larger the obstacle for each company, the company does not have a perfect track record. I pay attention to:

Comfort for a conversation about disability 

Learn and implement changes what the team was bad 

End the project before  the team goes down 

  • Tell me about  time and manager pressed your work 

Every job is sometimes requested. They want to know how management deals with it. I pay attention 

Sensitivity to  impact on personal life 

Advance guidance on how long the extras will last 

Leadership is open about why it is needed

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