First, the most important person is your direct manager. Ask recruiters specifically "did I meet with the person I'd be reporting to? If not I would like to meet them." This is the most key person, and if they are not your ally, no matter what the rest of the company thinks, you are sunk.
Ask about other women at the company, or if the team has had women but they've left. If they think that question is stupid, that is one of the biggest red flags.
Of course, try to get a good vibe from everyone you talk to, and if they like you as a candidate, they are likely to be willing to spend extra social time after extending an offer, such as a lunch with the team or something like that.
In the end, I'm sad to report that because good people leave faster, that most likely if you have a great manager that respects you, it's likely if you stay more than a couple years that they might be replaced. You may or may not have a say in that, and they may not be supportive. Always be on the watch.
> First, the most important person is your direct manager.
In my experience, this is good advice for everyone. No one else in the organization will have as much input, weight, and sway as to what happens to your professional self in the next couple of years as your direct manager.
Also, ask the manager about their plans. Are they trying to move up? Move to a different department? Grow the team? Get back into coding? Make more money? It doesn't matter if you hire on with a great manager if they end up replacing them two months later.
First, the most important person is your direct manager. Ask recruiters specifically "did I meet with the person I'd be reporting to? If not I would like to meet them." This is the most key person, and if they are not your ally, no matter what the rest of the company thinks, you are sunk.
Ask about other women at the company, or if the team has had women but they've left. If they think that question is stupid, that is one of the biggest red flags.
Of course, try to get a good vibe from everyone you talk to, and if they like you as a candidate, they are likely to be willing to spend extra social time after extending an offer, such as a lunch with the team or something like that.
In the end, I'm sad to report that because good people leave faster, that most likely if you have a great manager that respects you, it's likely if you stay more than a couple years that they might be replaced. You may or may not have a say in that, and they may not be supportive. Always be on the watch.