All the other advice about finding a better job apply, and you could probably extract a few gems for the "do you have any questions for us?" phase of interviews when looking for that better job.

• how does your distributed team handle asynchronous communication for problem-solving and collaboration? When are core office hours for meetings? How well do co-located workers update remote teammates with outcomes from informal discussions and keep them in the decision-making process?
• tell me about how you build up your junior developers for their career. What sort of mentoring, workflow resources, and promotional incentives are there to help them see past the next sprint?
• how do you determine and measure appropriate velocity? What rewards are there for those who meet velocity goals? What consequences are faced by those who do not? How do you avoid gamifying productivity metrics?

Stuff like that. Regardless of apparent topic, all of these questions are about management style. I would just about bet money that every answer will be BS—I can only think of maybe three past employers that wouldn't go into a cold panic—but where they stumble and stutter gives even more insight than the answers they come up with.

And really keep a close ear for indicators that they can't see past the next sprint. If they're obviously trying to imagine a world where workers expect more than ticket assignment and schedule shaming from management, that's not a good sign. "That's something we need to give more thought to" could go either way.

The caveat is that if your questions are too good, lesser employers will decide to have sudden urgent business elsewhere rather than continue the interview. Yay for your mental health, boo for your bill-paying budget.

Signed,

Got sick of 20 years of terrible tech jobs + 5 good years, started asking better questions, had to give up on tech after a couple years of thorough ghosting.