Interviewer asks you to debug someone else's Selenium code during the interview without providing context about the application being tested
This indicates the team likely dumps poorly written automation code on new QAs without proper documentation or knowledge transfer. Companies like Cognizant and Infosys are notorious for this approach, leading to 70% of QA automation efforts failing within the first year.
→ Ask specific questions: 'How does your team handle automation code reviews and documentation?' and 'What's your process for onboarding new QAs to existing test frameworks?' If they can't give concrete examples, consider this a major warning sign.
The hiring manager says 'We need someone who can test fast and break things' but can't explain their bug triage process or show you their defect tracking system
This reveals a chaotic testing environment where speed is prioritized over systematic quality processes. Teams that can't demonstrate organized bug workflows typically have 3-4x higher production defect rates and blame QA when issues slip through.
→ Request to see their actual Jira/Azure DevOps setup during the interview. Ask: 'Can you walk me through how a P1 bug discovered yesterday was handled?' If they deflect or give vague answers, they likely have no real process.
Interview focuses 80% on manual test case writing but the job description mentions 'test automation' - yet no one can explain which automation tools they actually use daily
This classic bait-and-switch means you'll be stuck doing repetitive manual testing while management promises 'automation opportunities next quarter' that never materialize. IBM and several consulting firms are known for advertising automation roles that turn into manual testing positions.
→ Demand to speak with a current QA automation engineer on their team, not just managers. Ask to see their actual automation codebase or CI/CD pipeline. If they refuse or say it's 'confidential,' walk away.
Company has posted the same QA Engineer position on job boards for 6+ months with identical wording, or Glassdoor shows QA team members averaging less than 18 months tenure
This pattern indicates either unrealistic hiring expectations or a toxic work environment that burns through QA staff. Companies like Revature and some startups use perpetual job postings to build candidate pipelines while treating QA as disposable resources.
→ Check LinkedIn to see how long current QA team members have been there. During the interview, directly ask: 'What happened to the last person in this role?' and 'How many QA engineers have you hired in the past 2 years?' Their discomfort answering speaks volumes.
Technical assessment requires you to write automated tests for a demo app, but when you submit tests with proper assertions, edge cases, and page object patterns, the feedback is 'this is too complicated' or 'we prefer simpler scripts'
This reveals a team that doesn't understand modern test automation principles and will likely reject industry best practices you try to implement. You'll be forced to write unmaintainable test scripts that break constantly, making your work frustrating and your resume less valuable.
→ Ask pointed questions about their automation standards: 'What design patterns do your current automation frameworks use?' and 'How do you handle test data management and environment configurations?' If they seem confused by these basic concepts, this role won't advance your career.
Interviewer mentions they're looking for someone to 'own quality' for multiple products/teams but can't specify how many applications you'd be testing or provide clear priority guidelines when conflicts arise
This setup guarantees you'll be spread impossibly thin across multiple projects, blamed when any team's quality suffers, and unable to develop deep expertise in any product. It's a recipe for burnout and career stagnation that many QAs at smaller startups and consulting companies experience.
→ Pin them down on specifics: 'Exactly how many applications would I be responsible for testing?' and 'When Team A needs regression testing the same day Team B launches, who makes the priority decision?' If they can't give concrete answers, negotiate for a more focused scope or decline the offer.