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Questions that uncover team culture, growth, compensation structure, and expectations—so you can decide with clarity.
What does success at 30/60/90 days look like? What would “exceeds expectations” be at 6 months?
What are the top 2–3 problems I’m being hired to solve first?
How will my work be measured—what metrics or outcomes matter most?
Who are the closest partners (teams/roles)? How often do we work together?
How are decisions made? Can you share a recent decision and how it was reached?
When priorities conflict, how are tradeoffs resolved?
What skills or experiences do people who get promoted here tend to demonstrate?
How does scope typically increase for this role in year 1–2?
Are there examples of people who transitioned to other teams or roles successfully?
What rituals do you use (standups, planning, retros)? What’s the cadence?
How does on‑call/incident response work? How often does it interrupt evenings/weekends?
What tooling do you rely on most? What’s missing or painful right now?
How are bonuses determined—company, team, and/or individual performance?
For equity: vesting schedule, refresh cadence, and typical refresh amount.
How often are comp reviews conducted?
What do successful team members have in common here?
What work/life boundaries does leadership actually model?
If someone leaves this team, what are the common reasons why?
What’s one reason a strong hire might fail in this role? What can we do to prevent that?
After interviews, log what you learned in Compin and score roles on what matters to you (work‑life balance, enjoyment, prestige, compensation). Compin re‑ranks your options and shows you, at a glance, which opportunity fits your values—not just your paycheck.
Get the interview. Get the offer. Get your dream job.
No credit card required to start.