The interviewer can't explain what percentage of time SREs spend on toil versus engineering work, or claims it's 'mostly firefighting'
Google's SRE model mandates that engineers spend maximum 50% of time on operational work (toil) and at least 50% on engineering projects. Companies that can't articulate this balance often treat SREs as glorified system administrators rather than engineers who improve reliability through automation and design.
→ Ask specifically: 'What's the current toil-to-engineering ratio for your SRE team?' and 'Can you show me examples of recent engineering projects SREs completed?' If they seem confused by these terms or can't provide concrete examples, this isn't a true SRE role.
Multiple Glassdoor reviews mention SREs being woken up nightly for alerts that could wait until morning, or on-call rotations lasting longer than one week
Healthy SRE organizations have strict alerting hygiene - only true emergencies should wake people up. Companies with poor alert fatigue and extended on-call periods (beyond 1 week rotations) typically have underlying reliability issues and will burn out their SREs. Netflix, for example, famously has very few pages that wake engineers at night.
→ Research the company's Glassdoor reviews specifically filtering for 'SRE,' 'DevOps,' or 'Infrastructure' roles. Ask the hiring manager: 'How many alerts does the on-call person typically receive during a night shift?' and 'What's your policy for alerts that wake people up?'
The company has no documented Service Level Objectives (SLOs) or error budgets, and the interviewer doesn't understand these concepts when asked
SLOs and error budgets are fundamental SRE concepts that balance reliability with feature velocity. Companies without these frameworks typically have either over-engineered systems that slow down development, or unreliable systems with constant firefighting. This indicates they're hiring for 'SRE' in title only.
→ Ask directly: 'Can you walk me through how your team uses SLOs and error budgets to make reliability decisions?' If they can't answer or seem unfamiliar with these terms, probe whether they're actually looking for a traditional operations engineer rather than an SRE.
The SRE team reports directly to a VP of Engineering who also oversees 8+ other teams, with no dedicated SRE leadership or principal engineer
SRE work requires specialized leadership who understands the unique challenges of balancing reliability and velocity. When SREs are buried under generic engineering management without domain expertise, they often get pulled into regular development work or have their reliability concerns dismissed as 'slowing down the business.'
→ Ask about the organizational structure: 'Who does the SRE team report to, and what's their background?' and 'How does leadership prioritize reliability work versus feature requests?' Look for leaders with operations, infrastructure, or SRE experience rather than just software development.
During the technical interview, you're asked to optimize a specific algorithm or solve leetcode-style problems instead of discussing system design, incident response, or reliability trade-offs
While SREs need programming skills, their core expertise is in distributed systems, reliability engineering, and operational excellence. Companies that interview SREs like software developers often don't understand the role and may expect you to work as a backend developer who also happens to be on-call.
→ If faced with algorithm questions, ask: 'I'm happy to solve this, but I'm curious how this relates to the day-to-day SRE work?' A good SRE interview should focus on system design, discussing past outages, monitoring strategies, and capacity planning rather than data structure manipulation.
The job posting lists 15+ required technologies spanning multiple cloud providers, monitoring tools, and programming languages, or requires 'expert level' experience in tools that are typically learned on the job
Excessive technology requirements often indicate a chaotic infrastructure environment where SREs are expected to be experts in everything rather than having focused expertise. Companies with mature SRE practices typically standardize on fewer tools and are willing to train engineers on their specific stack.
→ Look for job postings that emphasize principles over specific tools, such as 'experience with monitoring and observability tools' rather than 'expert in Datadog, New Relic, Prometheus, Grafana, and Splunk.' During the interview, ask: 'What does the onboarding process look like for learning your specific toolchain?'