{ "media_type": "text", "post_content": "What are red flags you try to identify about a role when interviewing and how? Feels like I'm missing flags ppl sometimes mention here but not sure how to assess indirectly.", "post_id": "5ecdcea6423a24002456fe7e", "reply_count": 5, "vote_count": 4, "bowl_id": "5ae4a4f739e7cb001391ec8b", "bowl_name": "Consulting Exit Opportunities" }

What are red flags you try to identify about a role when interviewing and how? Feels like I'm missing flags ppl sometimes mention here but not sure how to assess indirectly.

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I ask comms, process, and culture questions. Take all the things you like/don't like about your firm, PPMD, leadership, etc., and ask about it.

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Also ask about the things you like about your current firm. I made the mistake of not asking once

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Following. Interviewing for roles now

Usually when an interviewer repeatedly tells me there is no room for advancement and seems to be trying to see if I am too ambitious.

Reading between the lines and deciphering the code is how. Are you good at detecting spin? For example, if you asked about support infrastructure like IT, HR, experts or knowledge management, and you get told "we are a lean company" or "we all wear a few hats so we can avoid all that overhead", would you understand the implications?

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