Over the past few years, we’ve seen a meaningful shift in how technical professionals approach career moves. After cycles of layoffs, hiring freezes, reorgs, and budget uncertainty, candidates are thinking more critically about what they say yes to — and when.
Even as opportunities begin to open up again in 2026, many professionals are not simply chasing a better title or a higher salary. They are looking for long-term alignment, transparent leadership, and the kind of team they can contribute to and grow with — not just perform for.
If you are actively exploring your next step, it is worth remembering that the interview process is a two-way conversation. You are not only being evaluated — you are evaluating them as well. The way you approach that side of the conversation can make all the difference in where you end up and how long you stay.
Here are three areas I recommend focusing on as you assess whether a potential employer is the right fit.
1. Ask Directly (and Professionally) About Stability
The market feels more active this year, but many professionals are still recovering from the volatility of the past two. It is both appropriate and increasingly expected to ask how a company has navigated recent change — and where they are headed next.
A few ways to frame those conversations might include:
- “Can you share how this team has evolved over the past couple of years?”
- “What does the outlook for 2026 look like, and how does this department fit into the broader plan?”
- “Have there been any recent organizational changes that impacted this team?”
These questions do not signal skepticism — they show thoughtfulness. They demonstrate that you are invested in making a well-informed, long-term decision.
2. Understand the Leadership You Would Be Walking Into
Strong leadership is a top priority for most candidates we work with — and with good reason. People may leave jobs for many reasons, but they often stay (or leave) because of their manager.
Before joining a new team, it is worth understanding what kind of support and structure you can expect.
You might ask:
- “How would you describe your leadership or communication style?”
- “What does the onboarding process typically look like for this team?”
- “How do you define success in the first 90 days, and how is that measured?”
You can learn a great deal from how a leader answers these questions — particularly whether they offer clear expectations, show consistency in their approach, and emphasize development as much as delivery.
3. Get Specific About Culture
Most companies will describe their culture as collaborative, fast-paced, or supportive. But buzzwords only go so far. If culture is important to you — and it should be — it helps to ask for real examples that reflect what it actually looks like day to day.
To get a more grounded view, consider asking:
- “What does work-life balance typically look like here?”
- “How does the team give and receive feedback?”
- “What has kept your longest-tenured employees engaged over time?”
The more specific and candid the answers, the better sense you will have of whether the environment is one you can thrive in.
Bottom Line: Be Clear About What You’re Looking For
There is nothing wrong with being selective in this market — especially if you are planning to make a long-term move. Being clear about what you want in a team, in a leader, and in a workplace is not demanding. It is strategic.
Before you accept an offer, make sure you can confidently answer a few key questions for yourself:
- Do I believe in the leadership and direction of this team?
- Will I be supported — not just through onboarding, but beyond it?
- Can I see myself staying here, growing here, and contributing in a meaningful way?
The best opportunities are not just about compensation or job titles. They are about clarity, trust, and alignment — all of which begin during the hiring process.
By Jessica Werlinger | Paradigm Group