Update: Job candidate calls out startup for not properly paying overworked employees, withdraws application

It's important for job seekers to know what to ask if they are worried about a toxic work environment. Oftentimes, it takes experience in a prior toxic workplace to know what those red flags are. However, every so often, there is a friend or colleague who is willing to share their tough experiences so that you don't have to endure the same trials and tribulations. Consider this the polar opposite of "paying your dues," an outdated concept that tends to allow for the continuation of bad workplace behavior.

A few weeks ago, we came across a story about a job candidate who withdrew their application following an uncomfortable interview with a startup. This candidate had several years of experience and was confident enough to question the interviewer when he scoffed at the concept of a work-life balance. Thankfully, we were able to get in contact with this candidate, who has chosen to remain anonymous, for further tips on how other folks can be prepared in their interviews to spot these red flags, particularly when it comes to startup culture and toxic management.

First, the candidate acknowledged the common red flags in job postings, from "no salary transparency" to vague lists of required skills and qualifications to the classic, toxic "fast-paced" and "we're a family" phrases. As for the questions to be armed with in interviews, below is a list of some great ones to keep in mind according to this candidate, whose experience in marketing and startups spans over a decade. Let these pointers serve as a reminder that every interview is a two-way street. You absolutely have a right to question a potential employer as much as they have a right to question you. Many thanks to the Redditor for connecting with us and for giving these pointers.

Keep scrolling below for those questions, along with their original post. Here is our initial coverage of the interview gone wrong.

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As promised, here are some of those questions, courtesy of our friend:
“Is this a newly created position, and if not, why did the last person leave?”
Pay close attention to how your interviewer responds to this one, not just in terms of what they say but also in terms of their body language. Is it uncomfortable for them to comment on their ex-employee? If so, that's a red flag.
“How are you funded, through investment or bootstrapping? What does your runway look like?”
Oh, startup culture! Yes, job seeking can lead to desperation, but always be careful who you are about to work for no matter what.
"What is your management style?"
Again, pay attention to body language here or any hesitation on their part. You can spot a micromanager in this moment if you're watching carefully. Asking “how do you work within your teams?” is another way to get a sense of their leadership style, or lack thereof.
“When was the last time one of your direct reports needed to put life ahead of work? How did you handle it?”
This one is a great way to see what their concept of work-life balance is. As we saw in the original post, this candidate was not afraid to defend employees who needed to leave work on time and create that necessary separation. Companies should be able to function if an employee needs to take off for any personal reason. If a team is not able to stay afloat when this happens, that says more about the company and management than anything else.
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