One way to deal with this is to ask at the beginning of an interview how much time there is for questions. Once you have an offer, you can also schedule extra interviews just for you to ask questions.
Hell yes. It's a shame that this isn't just conventional wisdom. Having had a colleague recently join and then leave shortly afterwards because of factors that he could have uncovered by asking some of the questions in this list, this is close to home for me.
I'm sure it sucks for people with hire/fire authority to have to let somebody go early on when the decision to hire turns out to have been a bad one. But when it's the other way around, and an otherwise excellent new colleague regrets their end of the decision, the effect on morale is a lot more profound and widespread.
It takes some careful introspection and forethought to figure out what those crucial questions are. If they only come to you after the interview, send an email if you have to! But for Pete's sake, ask!
Yeah I think most people just see the offer and get too excited, especially if it's their only offer. It's a real shame because culture plays such a huge part in how happy you will be at a place. It wastes both the company's time and the new hire's time to join, hate the environment, and then quit a few months later
