The questions you ask at the end of an interview can be just as important as the answers you give. They reveal your level of interest, preparation, and strategic thinking.
Why Questions Matter
Your questions show interviewers:
- That you've done your homework on the company
- What you prioritize in a role
- How you think about problems and opportunities
- Your genuine interest in the position
Categories of Strong Questions
About the Role
- "What does success look like in this role after 90 days?"
- "What are the biggest challenges the person in this role will face?"
- "How has this role evolved over the past few years?"
- "What's the typical career path for someone in this position?"
About the Team
- "Can you tell me about the team I'd be working with?"
- "What's the team's working style and communication approach?"
- "How does the team handle disagreements or conflicting priorities?"
About Company Culture
- "How would you describe the company culture in one sentence?"
- "What do you enjoy most about working here?"
- "How does the company support professional development?"
About Strategy and Vision
- "What are the company's biggest priorities for the next year?"
- "How does this team contribute to the company's overall goals?"
- "What challenges is the company facing in its market?"
Questions to Avoid
- Questions easily answered by the website
- Salary/benefits questions too early in the process
- Negative questions about the company
- "Do you have any concerns about my candidacy?" (unless confident)
Tailoring Your Questions
Adjust questions based on who's interviewing you:
- Hiring Manager: Focus on team dynamics, expectations, challenges
- Peer: Ask about day-to-day work, collaboration, culture
- Executive: Focus on strategy, company vision, market position
- HR: Process questions, culture, benefits clarification