Landing an interview for what could be your next great job is exciting—and maybe a little nerve-wracking. For many of us, the idea of a bad boss conjures memories of micromanagers, unchecked egos, or leaders who seem clueless about the job. But unfortunately, it can be hard to spot these traits during an interview, when everyone’s putting their best foot forward.

There are subtle, yet telling, signs of a potentially bad boss that you can pick up on if you know what to look for. By paying attention to their behavior, answers, and the overall tone of the interview, you can avoid stepping into a role that makes you dread Sunday nights.

Pay Attention to How They Talk About the Role

One of the biggest red flags is when your potential boss seems unsure about the position they're hiring for. If their explanation of your responsibilities is vague, contradictory, or constantly shifting, it might mean they haven’t clearly thought through what they need from this role—or worse, they’re setting you up to take on a constantly moving target.

Questions to ask:

  • “What would success in this role look like within the first six months?”
  • “How does this role contribute to the team’s goals?”
  • “How have previous employees in this position succeeded?”

A great boss will clearly articulate expectations and connect your work to the bigger picture. If their answers feel disorganized or overly idealistic (“We really need someone who can do it all!”), proceed with caution.

Notice How They Talk About Their Team

A boss’s tone when talking about their team speaks volumes about their leadership style. Do they credit the team for their accomplishments, or talk about them like cogs in a machine? Do they talk about former employees with respect, or is it all about how so-and-so failed to measure up?

Questions to ask:

  • “Can you tell me about the team I’d be working with?”
  • “How do you support your team’s professional growth?”
  • “What steps have you taken to address challenges in the team or department?”

If they sidestep these questions or seem dismissive, it might signal that they prioritize their own success over the team’s well-being. A good leader sees their team as collaborators, not underlings.

Observe Their Communication Style

During the interview, how do they interact with you? Do they actively listen when you’re speaking, or interrupt and talk over you? Are they clear and organized, or scatterbrained and distracted?

Poor communication during an interview can hint at deeper issues with how they manage their team. If they can’t give straightforward answers or seem condescending, imagine what it will feel like trying to get direction from them on a stressful project.

Look Out for Unrealistic Expectations

A bad boss may unintentionally reveal their hand by setting unrealistic performance expectations. They might casually mention how an “all-hands-on-deck mentality” is required or how they expect people to “do whatever it takes” to succeed. While ambition is great, constant overwork is not.

Questions to ask:

  • “What does a typical week look like for this role?”
  • “Can you tell me about work-life balance on this team?”
  • “How does your team handle heavy workloads?”

If the answers involve a lot of 12-hour days or ambiguous reassurances (“We work hard, but we also play hard!”), consider whether this aligns with the boundaries and work-life balance you need.

Beware of Over-Promising

Some bad bosses will oversell the role, showering you with promises of rapid career growth, amazing perks, or opportunities that seem too good to be true. While optimism isn’t inherently bad, interviewers who dangle future rewards to distract you from the realities of the role should raise your suspicions.

Questions to ask:

  • “What is the typical career path for someone in this role?”
  • “Can you provide examples of team members who’ve been promoted recently?”
  • “How are employee achievements recognized?”

A genuine answer will feel balanced and backed by specific examples. If it’s all talk with no evidence, you might end up feeling misled.

Read Between the Lines When Meeting Other Interviewers

Many companies include multiple team members in the interview process. Use this time to get a broader view of the culture and leadership. Do team members seem engaged and honest about their experience? Or do they seem tight-lipped, like there’s an elephant in the room they don’t want to mention?

Pay attention to their body language and tone and whether their answers align with what the hiring manager has told you. Discrepancies or hesitations might hint that not everyone is thrilled with the boss or work environment.

Check for Clarity on Feedback and Development

One hallmark of a good boss is their ability to provide honest and constructive feedback while helping their employees grow. During the interview, ask about how they deliver feedback and support team development.

Questions to ask:

  • “How do you typically provide feedback to your team?”
  • “What learning and development opportunities are available?”
  • “How do you approach performance reviews?”

A boss who can describe a thoughtful process for mentoring and feedback is someone who’s invested in helping their team succeed. If they dismiss the idea or seem defensive, take that as a warning.

Trust Your Gut

Finally, remember that your intuition matters. If something feels off during the interview—maybe there’s a mismatch between their words and their energy, or their answers feel overly polished—it’s worth pausing to reflect. A bad boss doesn’t just affect your workday; they can impact your well-being, growth, and overall happiness.

After the interview, take some time to debrief with yourself. How did you feel about their answers? Did you sense mutual respect? Were they evasive or transparent? Your gut instincts are often spot-on when it comes to identifying potential red flags.