The learning loop is very simple here. Do interviews and look for clues. If you don't see clues join. If you see clues after joining, think about how they look from the outside. Then repeat.

AFter a few rounds (2-3) people usually have enough clues that they won't join a shitty team.

For instance if the team's management is full of parasites who have no technical skills at whatever they are supposed to do, then it will be very unclear from the outside what they are actually doing. If the recruiter can't explain it, it's likely that the team has not much skill.

Another example I faced is getting the same technical task in follow-up interviews (e.g. first phone call with one engineer, then a face-to-face with another engineer, both giving the same task). It shows that the organisation is not well since the engineers didn't know about each other's interview, otherwise engineers usually share their experiences and prepare each other.