We had several informal meetings and discussions. There was certainly a lot of focus on workplace culture when the role was described to me. At the time, I really respected this and took the time to present my questions on the same subject; prior to the interview, I'd heard some quite harsh feedback about the company and wanted to understand whether it was well founded or just hearsay. The Practice Lead at the time was very articulate and we seemed to be on the same page about a culture focussed on development, collaboration and wellbeing. However, after completing over two and a half years there my perception of the company culture is that it is really dangerous, with key/competent staff chronically overworked, prolific bullying as determined by the companies own internal staff surveys and a lack lustre executive management team. Unfortunately, there seemed to be no Executive General Managers or Directors with significant leadership experience (they've simply all been at the company a long time) nor did any of them seem to have a genuine passion for developing this skill. I would certainly try to ask leading questions to delineate the values and character of the hiring manager/Team Leader you're interviewing with and your associated Practice Lead. There were certainly a few lucky teams (WA) which had talented people at the helm for these levels, which could result in you having a fulfilling role and positive experience.