The best way is to interview your future boss in the interview process. Ask about their management style. Ask about how many meetings they are in each day, and the average meeting length. Ask about how they stay organized, ask about what tools or systems they use. Ask about what recent technologies they're excited about. Ask about the team and the individual team members.
When you are interviewing somewhere, treat it as if they are trying to convince you and you need to ask a ton of questions to figure out if they are a good fit or not.
Frame these questions in positive, generous light so you seem like you genuinely want to work for them and are just trying to get all the details.
"What is the thing that most pleasantly surprised you when you started working here?"
> When you are interviewing somewhere, treat it as if they are trying to convince you and you need to ask a ton of questions to figure out if they are a good fit or not.
As someone who interviews quite a lot of engineering candidates: we ARE trying to convince you. That is no secret.
We want to know what kind of an engineer you are. If you're good enough, or show aptitude to make up the lack of any otherwise expected skills, we are interested. Even if we decide to pass, you still deserve the same attention as any other candidate. Treating a candidate poorly for any reason is bad PR, and perhaps more importantly signals internal consent that it's okay to be rude. That sets a bad example. (You do that once, don't get told off, and soon enough others have picked up on it because who would want to spend any more time on candidates we won't hire?)
When you are interviewing somewhere, treat it as if they are trying to convince you and you need to ask a ton of questions to figure out if they are a good fit or not.
Frame these questions in positive, generous light so you seem like you genuinely want to work for them and are just trying to get all the details.
"What is the thing that most pleasantly surprised you when you started working here?"