People often tell me I made a great choice going into tech — that it's all freedom, nice colleagues, and good vibes. I hate to disappoint, but toxic people exist in every industry, including tech. So choosing a company carefully really matters. Here's what I watch for, based on my own experience — and what I share with my mentees.
Read the job posting carefully
Pay attention to the requirements section — it often reveals a lot. One example of a posting I'd immediately pass on: "Hardworking and able to work under pressure 50–60 hours per week, with ambitions to grow into a CDO/CTO." Ambition is great, but I'm only willing to work under normal atmospheric pressure, thank you. If a posting signals this kind of grind culture, swipe left — just like Tinder.
During interviews, watch for the question "How do you feel about working overtime?" — it usually means overtime is already the norm. And don't be afraid to ask it yourself. Watch how they react.
Research the company before applying
Google them. Look for press mentions, Glassdoor reviews, anything public. There are companies where leadership has made decisions that raised serious questions — like firing large numbers of people in a single day based on opaque internal metrics. Erratic top management is a real risk factor, not just an anecdote.
Pay attention to the interview vibe
A lot can be read from how an interview feels: the questions they ask, the comments they make. I know of a case where a candidate solved every algorithm problem in a technical interview — but didn't know some highly specific backend details (understandable for a student with no work experience yet) — and was told: "It's embarrassing to walk around the office with knowledge like that." That kind of comment says everything about the culture. That person eventually got the job and worked there fine — but still.
Lower salary during probation — run
This is trap #1. "We'll pay you less during the probation period and raise it to X once you pass." I've been there. It's not legal in most jurisdictions, and even when they do raise it, it often comes late or isn't quite the number that was promised. The rule: whatever they agreed to pay you is what you should receive from day one.
Ask how the salary is structured
This is trap #2. Salary = base + bonus is totally normal — but ask the ratio. If someone tells you your total comp is 100k and only 20k is base while 80k is a bonus that "always gets paid, we promise" — reject that offer without hesitation. A bonus is something that can be taken away at any moment. Bad quarter, missed targets, whatever — suddenly you're left with just the base.
Ask about how work is tracked
There's nothing wrong with asking how the company monitors task completion. But if the answer involves tracking every minute of your day — that's a red flag. Micromanagement at that level signals a deep lack of trust in employees. I get it in hourly-rate contexts, but for salaried knowledge work, it's just counterproductive.
What are your personal indicators of a company worth avoiding?