I don’t have the strict red/green flags mentality though. I’m more interested in why the company came to the current status quo. And a company that is struggling in some aspect might be the ideal company for me.

1 - There are two phases of the interview process, where you’re selling them and where they are selling you. These questions are best asked in the latter. To get the most accurate answer, ask to talk to a few future peers after you get the offer in hand. Until you have that offer in hand ask softball questions that can’t be answered via the website, like “What motivates you to stay given all the opportunities in the market?”

2 - Be careful in how you ask, as you don’t want to signal you can only work in a high structure environment. So you can rephrase as “At company X I earned a reputation for fixing process Y. What software engineering processes could I help improve?” or “As you plan to grow 10X what aspects of culture and teamwork do you see changing to enable us to scale”

Leaders value engineers who help them improve over ones who require a perfect end state. So go after the answers you need, just be mindful on when and how you ask.

In my experience, it's always been well received and helps you identify the maturity of the employer.

Some have well defined processes "1-on-1 meeting every two weeks..." other are puzzled by the question and don't have an answer for it which is usually embodied by "What do you mean by feedback mechanism?"

In my experience, the best way to get to something closer to the truth about a work environment is to do something casual (lunch usually, but even just a group interview can work) with your prospective peers. You can observe how they interact with each other - do they seem happy and friendly with one another? Or do they seem cowed into submission, afraid to open up about anything? The stories they choose to tell you often will reveal much more than you could get out of a formal list of questions. I've actually had people tell me that the boss was a jerk in one of these situations (and the whole group agreed, not just one disgruntled employee.) Or heard about the time some employees did some wildly inappropriate (and hilarious) things in a conference room. I ran away from the first situation, but would have gladly accepted a job at the second (not _because_ of the conference room thing - these people seemed to genuinely like working together and at the company.)

For myself, prior to my next 'coding interview' I'd just like to ask what specifically the interviewer is hoping to learn, or achieve, with the coding interview.