Latest / Career Coaching with Fexingo: Professional Coaches, Career Counselors, and Guidance for Workers / Why Your Next Job Is The Interview
Transcript
- Lucas: We’ve spent a lot of time talking about how to present yourself to potential employers, but we rarely flip the script. Today, I want to talk about why your next job is actually the interview, and you are the candidate being evaluated. Luna: Exactly. We treat hiring as a one-way gate, but it’s really a mutual due diligence process. If you’re not interviewing them back, you’re leaving money and stability on the table. Lucas: Right. And the data supports this shift. In October twenty twenty-six, nearly sixty percent of senior professionals say they would decline an offer if their gut instinct about the company culture was off. That’s a massive change from five years ago. People aren’t just looking for a paycheck anymore; they’re looking for alignment. Luna: And alignment is hard to measure until you’re inside the door. So how do we operationalize that gut check? Lucas: We start by treating every interaction as a data point. When you meet a recruiter, ask about their tenure. When you speak with a hiring manager, listen to how they describe past team failures. Are they defensive? Or are they reflective? Those answers tell you more than any employee review site ever could. Luna: I love that. It’s like forensic accounting, but for corporate transparency. You’re looking for inconsistencies between what they say and what they do. Lucas: Precisely. And this brings me to a quick note about how we keep these conversations happening ad-free. If we've helped you think through a career move or decision, consider supporting the show directly. You can find us at buy me a coffee dot com slash fexingo. It helps us bring you these insights without compromising our editorial voice. Luna: Thanks for keeping the signal clean. Now, back to the main thread—let’s talk about the technical side of vetting. What specific questions should candidates be asking during the final round? Lucas: The best question is always about failure. Ask the hiring manager: 'Tell me about a project that didn’t go as planned last year, and what the team learned.' Watch their face. Do they blame external factors? Or do they take ownership? Ownership is a leading indicator of psychological safety. Luna: That’s a brilliant filter. Most people ask about growth opportunities, which is nice, but it doesn’t reveal whether the environment supports risk-taking. This cuts straight to the core. Lucas: It does. And then there’s the structural question. Ask about the review cycle. Is it annual? Quarterly? How is feedback delivered? Vague answers here are a huge red flag. Companies that don’t have structured feedback loops usually struggle with performance management and retention. Luna: So if they say 'we’re too agile for that,' run. Agility isn’t an excuse for lack of clarity. Lucas: Exactly. 'Agile' often means 'chaotic.' You want structure that allows for flexibility, not the absence of both. Another key area is compensation transparency. Don’t just ask what the salary is. Ask how it’s determined. Is it based on market rates? Internal equity? Performance metrics? Luna: This is where so many people get burned. They accept a high base salary only to realize the bonus structure is opaque or unachievable. It’s a classic bait and switch. Lucas: Right. And in today’s market, total compensation is more complex than ever. Stock options, RSUs, deferred bonuses—it’s all part of the package. You need to understand the vesting schedule. If a company offers significant equity but has a four-year cliff, that’s a lock-in strategy, not a reward. Luna: A four-year cliff is essentially a golden handcuff. Unless the upside is astronomical, it ties you down for no real benefit. Lucas: Unless the upside is astronomical, yes. But even then, you have to ask: who is the company trying to retain? Usually, it’s the executives. For individual contributors, a shorter vesting period or quarterly grants is much healthier. Luna: Let’s pivot to the interview process itself. How do you know if a company respects your time? Because that’s a proxy for how they respect employees. Lucas: Timing is everything. Did they reschedule your first meeting three times? Do they send vague calendar invites with no agenda? These are small signs, but they accumulate. A disorganized hiring process predicts a disorganized workplace. Luna: I’ve seen this firsthand. A startup I considered joining had a six-person panel for a junior role. Six people for a entry-level position? That’s not rigor; that’s insecurity. They were afraid to make a decision, so they diluted accountability. Lucas: Spot on. Panel interviews can be useful for broad input, but when it becomes excessive, it signals that the leadership hasn’t defined the role clearly. If they don’t know what they need, you’ll spend your first six months figuring out what you’re supposed to do. That’s a recipe for burnout. Luna: So, clarity is the ultimate currency. Not just in the job description, but in the entire experience. Lucas: Absolutely. And let’s talk about references. Many candidates skip checking their own references because they’re nervous. But you should always prepare your referees. Tell them exactly what the new company is likely to ask. Give them the narrative you want shared. Luna: This is such an underrated step. People assume their past bosses will defend them automatically. But if you haven’t updated them on your current achievements, they might give you a lukewarm reference that hurts your chances. Lucas: Right. A neutral reference is often treated as a negative one. You want enthusiastic advocates. And don’t forget to ask your referees if they’re comfortable giving a strong recommendation. If they hesitate, you need to replace them. Luna: That’s a hard truth. You can’t afford weak links in your support network during a job search. Lucas: Now, let’s look at the digital footprint. Before you accept an offer, do your own deep dive. Look at recent news articles, LinkedIn updates from current employees, even Glassdoor reviews—but take them with a grain of salt. Luna: Glassdoor is tricky because unhappy employees are more likely to post. Happy employees are usually too busy working. So how do you separate signal from noise? Lucas: Look for patterns. If ten people mention the same manager, it’s probably true. If everyone complains about the coffee machine, it’s just noise. Also, check the company’s SEC filings if they’re public. Look at the insider trading activity. Are executives selling shares regularly? That can be a warning sign. Luna: Insider trading is a powerful metric. If the CEO is dumping stock while telling you the company is growing, you need to ask why. Lucas: Exactly. Actions speak louder than press releases. And finally, trust your intuition about the people you met. Did you feel energized after the conversation? Or drained? Your energy level is a valuable data point. If you felt exhausted by the end of the interview, imagine eight hours a day with those people. Luna: That’s the reality check. We often ignore our physical reactions to stress. But if the interview made you anxious, the job will likely amplify that anxiety. Lucas: Right. And remember, you’re also evaluating their ability to sell you on the role. If they can’t articulate the vision clearly, how will they guide you through challenges later? Luna: Communication is key. If they can’t communicate the 'why' behind the work, you’re just a pair of hands, not a partner. Lucas: Exactly. So, as we wrap up, I want to leave you with this thought: interviewing your employer isn’t about being difficult. It’s about being deliberate. You’re investing years of your life into this role. Make sure it’s a good investment. Luna: Well said. It’s about taking control of your narrative. You’re not just hoping for a job; you’re choosing a partnership. Lucas: And that shift in mindset changes everything. It makes you more confident, more prepared, and ultimately, more successful in finding the right fit. Luna: So, next time you’re in an interview, remember: you’re not just answering questions. You’re gathering intelligence. Use it wisely. Lucas: Precisely. And if you found this perspective helpful, share it with someone who’s currently navigating a job search. Sometimes, a different angle is all it takes to make a confident decision. Luna: Agreed. Here’s to making choices that align with your values and your long-term goals. Lucas: Thanks for listening. Let’s see if your next opportunity turns out to be the right one.