入職前，要先問清楚這4個問題
1. HOW MUCH TIME DO THE OWNERS/LEADERS/FOUNDERS SPEND IN THE OFFICE?
1.老闆/領導/創始人在辦公室呆多久？
“This question tells you whether or not you have leaders in place who are in touch with the work and making knowledgeable decisions.
“這個問題能告訴你，你的領導是否瞭解工作並能做出明智的決定。
The best and brightest ideas oftentimes come directly from the people actually doing the work, so if a leader rarely spends time with staff, it points to a lack of innovation and support in their culture,” says Gardner.
最好最明智的想法通常是實際工作者想出來的，所以如果一個領導與員工在一起的時間很少，那就表明他們的文化缺乏創新和支持。”加德納說。
This question may not be quite as important to ask of a large business, but “in a small business, that interaction with the top level may be key to you getting ahead, being able to get things done and having that person’s vision be carried out by their team,” Santopietro Panall says.
對大企業來說，這個問題可能並不那麼重要，但“在小企業中，與高層的互動則可能是你進步，完成工作，在團隊中落實個人願景的關鍵。”聖彼得羅·帕納說。
It “might also give you a key to the level of the workaholism that you can expect there. If the recruiter says ‘oh, our CEO Sally is here 90 hours a week, she never takes a day off!’ you’re going to know that the culture is going to be very focused on putting in a lot of hours with a lot of face time.”
它“也可能是你所期待的，沉迷工作的關鍵。如果招聘人員說‘哦，我們的首席執行官莎莉每週在這裏呆90小時，她一天都不休息！’你就能知道，這裏的文化很重視把時間花在會面上。”
2. WHAT DO PEOPLE ON THE TEAM THAT I’D BE JOINING DO FOR LUNCH EVERY DAY?
2. 我要加入的團隊中，每天人們吃午飯時會做什麼？
“Finding out what people tend to do on their lunch hour will tell you whether they are slammed with work, don’t want to spend time with their colleagues, or tend to be social and enjoy each other’s company,” Bowman says.
鮑曼說：“看人們在午餐時間做什麼，就能知道他們是不是在工作上吃了閉門羹，不願和同事共度時光，還是傾向於交際，喜歡彼此的陪伴。”
“This information can also tell you whether or not your potential colleagues might be more extroverted or introverted. Depending on your own preferences, this response can give you some valuable insight into the team that you’re joining.”
“這些信息也可以告訴你，可能成爲你同事的這些人是偏外向還是偏內向。根據自身偏好，這可以爲您提供一些有價值的信息，瞭解將要加入的團隊。”
3. HOW DO YOU MEASURE SUCCESS AND OVER WHAT TIME FRAME? HOW ARE THESE METRICS DETERMINED?
3.你如何衡定成功？採用什麼時間框架？如何確定這些度量指標？
If you want to avoid a boss with outrageous expectations, this is the question to ask. “Before you accept an offer you need to know that your new boss has realistic expectations with respect to what you will accomplish and by when,” Cohen says.
如果你想防止老闆有過分的期望，就要問一個問題。“接受錄取之前，你要知道新老闆對你能完成的工作，以及工作什麼時候可以完成抱有現實的期望，”科恩說。
“No matter how attractive an offer may be, if you do not, or cannot, deliver results you will fail. So, if you are told that the bar is outrageously high and you don’t have enough time to come up to speed, think twice before accepting the terms without discussion or negotiation.”
“一份工作無論多有吸引力，如果沒有或不能交付工作，你就會失敗。所以，如果你被告知這個標準非常高，而且你沒有足夠的時間趕上進度，那就要三思，不要未經討論或協商就接受這些條款。”
4. WOULD YOU BE WILLING TO SHOW ME AROUND THE OFFICE?
你願意帶我在辦公室轉轉嗎？
This question is probably best saved for a last-round interview so you don’t seem too intrusive, but “taking a walk around the workspace is a great way to get a real feel for the day-to-day culture,” Larchar says.
這個問題最好留到最後一輪面試裏問，這樣不會顯得太唐突，但“在工作區走一走是切實感受日常文化的好方法，”拉查爾說。
“Are individuals interacting with one another? Do the workers look stressed? Are the individual workspaces decorated? What is the setup of the office? Does the work space seem inclusive? How are the departments organized? If you thrive on working with others, you’ll want a work environment where that feels natural.”
“人與人之間是否互相交流？員工們看上去緊張嗎？個人的工作空間是否有裝飾？辦公室設備是什麼？工作空間是否有包容性？各部門是如何組織的？如果你要通過與他人合作來保持活力，那麼你將需要一個讓人覺得自然的工作環境。”
One thing Santopietro Panall recommends keeping an eye on in particular is how many senior-level employees have their own offices.
聖彼得羅·帕納建議要特別留意有多少高級員工擁有自己的辦公室。
“It’s a clue to how structured and hierarchical the company is,” she says.
“這是瞭解公司結構和等級的線索，”她說。
“Companies with few or no private offices tend to be less top-down than companies with a lot of private offices or a whole CEO floor. There’s a strong trend, in many businesses, of removing private spaces in offices and making all space communal — some companies are loving it and finding it effective and others are dreading it, but whether a company would even consider it is a sign of how much they are trying to embrace a certain kind of flexible, collaborative work style.”
“一些公司只設少量的私人辦公室或根本不設私人辦公室，相對於設立衆多私人辦公室或CEO樓層的公司來說，前者自上而下的等級性更弱。一股強大的趨勢已經在衆多企業中出現，移除辦公室中的私人空間，共享所有空間——有些公司喜歡這種做法，覺得很有效，而其他公司卻憂心忡忡。當然也許企業壓根就沒有意識到辦公室安排還和靈活、協作的工作方式有關。”
（翻譯：Claire）
