I am interviewing for a role and everyone on the team has been with the company less than one year.

13 Comments

1. Maggie SoldanoAugust 10,2025 at 3:49PM UTC

   There is just no such thing as job stability these days. Companies in todays markets need to stay agile, which means that they have to make hard decisions to pivot on a dime into new directions, often impacting staffing decisions.

   That said, There are some questions you can ask that give you a sense for the company's track record. The goal: show that you're being thoughtful, not suspicious.

   Tenure patterns: “I noticed many team members are fairly new—can you share what’s driving that growth or turnover?”

   Future plans: “What’s the company’s strategy for the next 12–18 months, and how does this team fit into it?”

   Resilience check: “How has the company adapted to industry shifts or economic changes in the last year?”

   Retention insight: “What do you see as the main reasons people join and stay here?”

2. BarbaraAugust 25,2025 at 3:29PM UTC

   Good questions!!

3. Christi LopezAugust 26,2025 at 1:02PM UTC

   Excellent questions. Saving this in my "interview advice" notebook. :)

4. Marla FieldsAugust 10,2025 at 3:53PM UTC

   I would ask:

   Is this a new role due to growth or a back fill? If they say backfill ask why the person left. Did they get promoted? Leave the company? Move within the company? If they say growth ask about the most recent growth they have experienced...did they move into a new area? Gain new customers? How much growth and how much more are they expecting?

   Then ask what it takes to be successful in this role? Red flags are answers like long hours. They should speak on skills and then u can speak to how u have demonstrated those skills before.

5. AnonymousAugust 10,2025 at 4:37PM UTC

   I would recommend focusing on landing the role. Yes, you want to learn the company culture in general, but focusing on your concerns (are there layoffs) is not the best strategy in the process. You can ask: Tell me about the history of the role, and see what you get. I would not recommend asking about the person who just had the role (the questions I suggest will get at that, to a point). When/if you get an offer, that is when you can probe more. Right now, focus on understanding the culture (you can ask average hrs/week, how are successes celebrated, etc.), the role (what are the challenges, what needs to be delivered the first 30-60-90 days, how is the team structured, job titles of those on the team) and your manager's management style. If you over focus on what you perceive at this point to be concerns, that might rule you out. There are plenty of others who would want the role. Not their job to convince you to take it. You applied there, you must have a general interest. Watch your p's and q's till the offer! If/when an offer is extended, at that point, and ONLY at that point, are they sincerely interested in hearing what you need/want. Before that, those type questions can label you a problem, and no one hires problems. Good luck to you!

6. AnonymousAugust 25,2025 at 3:28PM UTC

   You are absolutely correct! These days just assume anywhere you work is relatively unstable. It’s usually true that high turnover means a messy management team. However it’s a lot easier to identify while employed. Then you can look for another job while being able to get paid. Your intuition is probably correct so don’t lose your focus with all kinds of time Wasting research which may or may not be true. Focus on getting hired.

7. AnonymousAugust 11,2025 at 6:09AM UTC

   It is a red flag a few years ago. I took up a position where all the senior people had been around for a very short time 1 to 2 years. I was told that it was because it was the founder was toxic but had now been moved a board position. It was a sign of a toxic culture, and the institution has gotten progressively more toxic since Very high turnover in the senior positions. Salary is good but you pay with your soul ?

8. AnonymousSeptember 14,2025 at 5:44PM UTC

   I second this experience. I had discovered the company's revolving door culture on the first day of a former job. Which developed into a strange feeling I couldn't put my finger on. A few weeks into the role, an employee with 2 years tenure had left with nothing lined up. On day 30, I nearly lost my job. By day 45, I knew I would not stay past the probationary period. After speaking with people I trusted, I resumed the job search, lining up a new job the week before the end of probation. Only to be fired the day after giving notice. I found out through LinkedIn of several former colleagues leaving the company.

9. AnonymousAugust 11,2025 at 2:02PM UTC

   Ask what they like most about working there and what they find most challenging. Watch their body language and facial expressions as well as listening to their answer.

10. GirlBossanova934974August 13,2025 at 1:39PM UTC

    I would go back and read those reviews. How old are they? Do they look authentic? How many are there? Is this a public company? Can you pull up the financials of this company and read them?

    And you might want to ask the team. I see most of you came on board around a year ago. What brought you here?

    Things like this can happen for legitimate reasons. A bad manager has a bunch of people resign on him or her. Then the bad manager gets the hint and takes off and the entire team has to be backfilled. I am seeing more of that these days.

11. Tiana MumfordAugust 20,2025 at 8:17PM UTC

    Good day

    I would bring up the reviews honestly just to see what is said . I also would ask about the longevity and the long term goals of the company . Good luck

12. WendyRMAugust 21,2025 at 2:26PM UTC

    Do some research first. How old is the company? Have they been acquiring other companies? Is it a growing or consolidating industry? I think the answers to these questions will help you determine if these are red flags or not. You should be able to find out company longevity and acquisition status on the company website. If not, a business entity search or even googling it should help. Same with acquisitions. If your state has a local business publication (mine has The Indiana Business Journal) you can check that to see if the company is growing or not. Your library should carry it. As for the industry do a google search. You will usually get a recap of how it's doing. IBISWorld is a great source and you can get some free recaps but need to pay for indepth looks and sometimes state specific info. Make sure when checking out the industry to add your state to the search criteria.

    Armed with this info you can then ask questions about their most recent acquisition. If you haven't already, find out if this is a new position. If not, why is it vacant?

13. AnonymousAugust 22,2025 at 4:37PM UTC

    I would suggest you go onto linkedin and blind and also glassdoor. Look for what I call the ant trail. Those coming in and going out. Look for patterns and trends. Set up a google alert to read everything you can about the company ahead of the next meeting and use some of that information about their acquisitions and the why of them to those you meet with. Knowing how they deal with growth and whether resources (people) are dispensable during those times will give you some indication of the stability of their people practices.