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When you’re job hunting, most advice focuses on how you should perform in the interview. Polish your résumé. Practice your answers. Follow up with a thank-you email. But here’s the truth that took me years (and a few painful job changes) to fully accept: an interview goes both ways. You’re not just trying to impress a company—they’re showing you exactly what it might be like to work there.
Over time, I’ve learned that bad managers almost always reveal themselves early. Not through dramatic red flags like yelling or obvious disrespect, but through subtle signals that are easy to rationalize away. You tell yourself, They’re busy. Maybe today is just hectic. It’ll probably be better once I start.
Most of the time, it isn’t.
If you notice the following signals during the interview or hiring process, I strongly recommend paying attention. These are the kinds of behaviors that usually don’t improve—and often get worse—once you’re officially on the team.
1. They Aren’t Focused During the Interview
Let’s be realistic: life is busy. We all juggle work, kids, family obligations, friendships, endless notifications, and social media. No one expects a manager to exist in a distraction-free bubble. But during an interview, your time deserves respect.
If a manager is constantly checking their phone, responding to emails, taking Slack messages, or looking around the room while you’re answering questions, that’s a problem. The interview is their chance to evaluate you—and your chance to evaluate them. If they can’t give you their attention for 30–60 minutes, it sends a very clear message about priorities.
Some common warning signs include:
- Frequently interrupting you to answer messages
- Appearing rushed or impatient
- Forgetting details you just shared
- Asking questions that were already answered earlier
This lack of focus usually carries over into daily work life. These are the managers who:
- Half-listen during meetings
- Miss important details
- Forget commitments they made to you
- Are unavailable when you actually need guidance
If they can’t be present during the interview, don’t expect them to suddenly become attentive once you’re hired.
2. They Double-Booked the Interview and Have to Reschedule
Being busy is understandable. Accidentally double-booking an interview and then scrambling to reschedule is something else entirely.
Mistakes happen—but how a manager handles those mistakes matters. If they casually tell you they forgot about the interview, mix up the time zones, or schedule another meeting on top of yours, that’s not just an inconvenience. It’s a preview.
A bad experience here often signals:
- Poor time management
- Disorganization
- Lack of respect for others’ schedules
- A culture where employees are expected to “just deal with it”
Even worse is when rescheduling becomes a pattern. One delay might be forgivable. Two or three last-minute changes? That’s a system problem, not a one-off mistake.
These are often the same managers who:
- Cancel one-on-ones repeatedly
- Reschedule meetings at the last second
- Expect flexibility from you but offer none in return
First impressions matter, and a chaotic hiring process often reflects a chaotic work environment.
3. They Don’t Seem Excited About the Company
Pay close attention to the manager’s energy when they talk about their company, team, and role. You don’t need forced enthusiasm or corporate cheerleading, but there should be some level of pride, interest, or optimism.
If the manager sounds bored, drained, or disengaged, that’s a major red flag.
Watch for phrases like:
- “It’s just a job.”
- “We’re all pretty burnt out.”
- “Things used to be better.”
- “Management doesn’t really listen.”
If the people already working there don’t seem excited—or at least motivated—about what they’re doing, that’s likely the environment you’re stepping into.
Managers set the emotional tone for their teams. A disengaged manager often leads to:
- Low morale
- Minimal recognition
- A “do the bare minimum” culture
- High turnover
Ask yourself this: if the manager doesn’t sound proud of their work, why would you expect to feel fulfilled doing it?
4. Long Response Times Throughout the Hiring Process
Everyone gets busy, but communication habits rarely change after you’re hired. If a manager takes weeks to respond to emails, feedback, or scheduling requests during the hiring process, that’s a strong indicator of what working with them will be like.
Common signs include:
- Long gaps between interview steps with no updates
- Delayed feedback after interviews
- Missed follow-ups unless you chase them
- Vague timelines that keep shifting
Hiring is when companies are usually on their best behavior. If communication is already slow, unclear, or inconsistent, don’t expect it to magically improve later.
Managers who are slow to respond often:
- Delay approvals and decisions
- Leave employees stuck waiting for direction
- Create unnecessary stress and uncertainty
- React late to problems instead of preventing them
A slow response time may not seem like a dealbreaker, but over time it adds up to frustration, bottlenecks, and burnout.
5. They Only Care About Skills, Not Personality
Skills matter—no question about it. But skills can be taught, refined, and improved. Personality, attitude, and values are much harder to change.
If an interview feels like a checklist of technical abilities with no interest in how you think, collaborate, or communicate, that’s a warning sign. Great managers understand that teams succeed because of trust, chemistry, and shared values—not just raw skill sets.
Red flags include:
- No questions about teamwork or communication
- No interest in how you handle conflict or feedback
- No discussion of culture or work style
- Treating people as interchangeable resources
Managers who only care about skills often:
- Ignore emotional intelligence
- Struggle with conflict resolution
- Fail to build strong team relationships
- See employees as tools rather than people
This often leads to toxic environments where performance is valued over well-being, and burnout is seen as a personal failure instead of a management issue.
6. They Don’t Ask You Any Real Questions
An interview should feel like a conversation, not an interrogation. If a manager barely asks questions—or only sticks to generic ones—it may mean they’re not invested in finding the right person.
Even worse is when they do most of the talking and seem more interested in filling the role quickly than understanding who you are.
This can signal:
- A revolving-door position
- A manager who doesn’t mentor or coach
- A lack of long-term planning
Managers who don’t ask thoughtful questions often don’t take time to understand their employees either.
7. They Downplay Challenges or Avoid Honest Answers
Every job has challenges. A good manager is honest about them and explains how the team works through difficulties. A bad manager avoids the topic or gives vague, overly polished answers.
If you ask about workload, turnover, or team dynamics and get evasive responses, trust your instincts.
Statements like:
- “We’re like a family here.”
- “Everyone just figures it out.”
- “It’s fast-paced, but you’ll be fine.”
…often mask deeper issues.
Final Thoughts: Trust the Signals
It’s tempting to ignore these warning signs, especially if you need a job or the role looks great on paper. But in my experience, bad managers rarely change—and early signals are usually accurate.
If you notice:
- Lack of focus during interviews
- Disorganization and rescheduling
- Low energy or excitement
- Slow communication
- An overemphasis on skills and no interest in personality
…then it’s worth reconsidering. No job title, salary, or company name is worth long-term stress, burnout, or frustration caused by poor management.
A job can teach you new skills. A good manager can shape your career. A bad manager, however, can make even a great job feel unbearable.
Pay attention early. Your future self will thank you.
