Job interviews can feel like a one-way interrogation, but they're actually your chance to evaluate whether an agency's culture aligns with your values and working style. Knowing what culture red flags to look out for when interviewing with an agency can save you from joining a workplace that doesn't support your wellbeing or career growth.
This question was answered by Simon Lee – Chief Creative Officer and joint owner of The Hallway, one of Australia's leading independent agencies with over a decade of experience in building positive workplace cultures. The conversation was facilitated by Andy Wright – Host, founder of Never Not Creative and CEO of Streamtime, who champions making the creative industry kinder and fairer.
Simon, who interviews many candidates, identifies the most revealing question you can ask: "What are the agency values?" This simple question can immediately reveal culture red flags when interviewing with an agency.
"If you go along to an interview and you say 'What are the agency values?' and the person interviewing you doesn't know them, that would be a red flag because it's like 'Okay the values don't really matter,'" Simon explains.
Values that exist only on paper or in boardrooms aren't actually guiding the day-to-day culture of the workplace. When your interviewer can't articulate the agency's values, it suggests these principles aren't embedded in how the organisation operates.
Even when interviewers can recite the agency values, Simon advises going further: "When they explain the values to you, I think question them, get to understand what they really mean because sometimes it's sort of fancy words."
Don't accept vague corporate speak. Ask for specific examples of how these values play out in practice. Watch for values that sound impressive but lack concrete examples of implementation.
Understanding "how they are actually practiced in the agency" is crucial because there's often a gap between stated values and lived reality.
Before you can spot culture red flags when interviewing with an agency, you need clarity on your own standards. Simon emphasises the importance of "being clear on what's important to you and what are the non-negotiables in your value set."
This self-awareness allows you to "look for the alignment between your values and the organisation's values and whether those values are genuinely being lived and enacted in the organisation."
Consider what matters most to you: work-life balance, creative freedom, collaboration style, feedback culture, or growth opportunities. Having these priorities clear makes it easier to evaluate whether an agency's culture will support your wellbeing and career development.
The goal isn't just to avoid obvious red flags—it's to find genuine alignment. Simon suggests that "if you start with that, you'd go a long way in finding the right cultural fit."
This means looking beyond surface-level perks or impressive client lists to understand how people actually work together, how decisions are made, and how the agency handles challenges or conflicts.
Look for disconnect between what they say their culture is and how they demonstrate it during your interview process.
Pay attention to how you're treated throughout the interview process. Are communications clear and respectful? Do they stick to scheduled times? How do different team members interact with each other when you're observing?
These seemingly small details often reflect the broader culture you'd be joining. If you're experiencing poor communication or disorganisation during the interview process, consider whether this might be indicative of the everyday working environment.
Knowing what culture red flags to look out for when interviewing with an agency empowers you to make informed decisions about your career. Start by asking about values, but don't stop there—dig into how those values are actually practiced. Be clear about your own non-negotiables and look for genuine alignment rather than just avoiding obvious problems. Remember, interviews are a two-way street: while they're evaluating you, you should be evaluating them. Trust your instincts, ask the tough questions, and remember that the right cultural fit is just as important as the role itself for your long-term happiness and success.
CCO & co-owner of The Hallway, creating ideas with real-world impact. Led the Boys Do Cry campaign, reaching 100M+ and inspiring men to seek mental health support. Mentor, speaker & dad of two.
A mental health educator and counselor, combining years in the creative industry with nearly five years in therapy, now runs The Hey Mate Project to provide tailored support for creative professionals and organisations.
Founder of Never Not Creative, CEO of Streamtime & co-chair of Mentally Healthy, driven to make the creative industry fairer & more human. Believes great work should never cost wellbeing.
