I like to ask "what is/was your favorite and least favorite part of [Company's] [Department's] culture, that way there's a rough range that's specific to the department rather than ambiguous cultural perks.
I would probably be evasive if asked your question (at least, in terms of 'least favourite'), which also wouldn't work in my favour.
Surely there are value neutral things you didnt love about your old company.
We couldn't install our own tools which hampered creative problem solving.
We weren't given enough direct access to our customers to make better design decisions in the product.
We didn't have a strong culture of documentation so we relied too much on tribal knowledge.
Instead I ask what coworkers they still remember from their earlier jobs, and why. This has the double benefit of putting enough emotional distance between now the time they will be talking about, and it highlights the traits the candidate considers important in others. It doesn't even matter if they point out the negative memories over positive ones.
There is one intensely high-signal question but I can only ask that with other Finns. Namely: "What university courses did you cheat on?"