A degree of flexibility in when, where and how we work has become an increasingly expected part of work culture in the last few years, however that doesn’t mean it’s any easier to broach the topic in an interview scenario.

To start with, not all companies advertise their flexible working policies in job advertisements and even when they do claim to offer flexible working, it can be hard to pin down exactly how that translates in practice.

Likewise, the recent stream of return-to-office mandates mean a substantial number of companies are back-pedalling on their post-pandemic hybrid working set-ups, and there are plenty of traditional establishments that never bent to new ways of working.

With that in mind, asking direct questions about flexible working arrangements in an interview can feel as uncomfortable as ever. However, Molly Johnson-Jones, flexible working expert and CEO and co-founder of Flexa, says there are ways to find out about a company’s flexibility without actually asking about it. The secret? Ask about the company culture.

“At the end of an interview, interviewers will usually ask if you have any questions. This is your chance to find out about their flexible working policy,” says Johnson-Jones. “Start the conversation on a positive note by saying something like: ‘I’m interested in knowing more about the company’s culture as I’m keen to find a working environment that aligns with my preferences and values, and will allow me to perform at my best. I want to find somewhere I can see myself working long-term.’”

Then, dive in with a handful of these questions that Johnson-Jones recommends asking.

Even if your interviewer doesn’t mention a specific working location or hours, you’re still likely to discover a lot from their response. For example, if they mention giving employees “freedom”, “autonomy” and “trust”, it indicates that the company goes out of their way to facilitate flexibility. If you’re looking for a remote role specifically, you’ll also want to listen for any mention of “distributed teams”.

By contrast, if your interviewer uses words like “structured” or “traditional”, it likely means staff are tied to a more rigid schedule and are office-based. If they mention that on-site collaboration is key, this also tells you that some level of in-person work will be required.

If work-life balance is a priority for you, be wary of descriptors like “fast-paced” and “demanding”. It’s often code for long hours and could indicate the presence of a hustle culture mentality.

You want an employer who objectively measures productivity and performance based on output, rather than who comes into the office the most or works the longest. If your interviewer starts talking about valuing those who go “above and beyond,” it could point to an underlying “always-on” culture.

If they mention that top performers are “results-driven” or “outcome-oriented”, it’s a green flag. It suggests that they judge someone’s value based on their impact, rather than the number of hours they work.

“Words like “proactive” and “self-motivated” are what you want to hear if you’re looking for more autonomy. Similarly, if they talk about wanting people who can prioritise effectively, it implies employees are given the freedom to manage their own time.

“Independent” or “autonomous” are two words you want to listen out for here. Any mentions of wanting individuals who are “self-motivated” and take ownership of their work are green flags, too. These suggest staff are given the freedom to work how they want, when they want, and the company gives staff some level of freedom over their own schedules.

If your interviewer talks about people who thrive in a “trust-based environment,” that’s a good sign, too, as it indicates there’s no micromanagement going on.

However, if an interviewer talks about people who are “always available,” even outside of standard working hours, be wary if work-life balance is a priority for you. Wanting team members who are “fully committed” or “thrive in a structured environment” could also hint at inflexibility. Remarks about wanting workers who thrive off face-to-face interaction points to an office-centric working culture.

If your interviewer mentions they use online meetings and asynchronous communication channels like Slack or Teams, it hints at some form of remote working. Whether this is in addition to or instead of in-person catch-ups will depend on the type of flexibility they offer.

The response to this question can reveal whether employees have set hours or if they can flex their workdays to suit their needs and commitments, like doing the school run. This question might also prompt a response that begins with, “On the days we’re in the office,” which will help you gauge the level of remote working on offer. 

This leaves the door open for your interviewer to mention what flexible working policies and benefits are in place. Their answer will also give you a sense of how much importance the company places on employee wellbeing in general.

If a company has a flexible working policy they’re proud of, an interviewer should jump on a question like this as a chance to tell you all about it. If, however, you find your interviewer avoids answering the question directly, looks uncomfortable or doesn’t have a straight answer, these can all suggest the company doesn’t prioritise flexibility.

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