Questions to Ask the Interviewer: 25 Good Ones and Which to Avoid

Prepare three to five questions that help you judge the job and show you have thought about it: how success is measured, what the first six months look like, how the team works and what challenges the role faces. Choose those the interview has not already answered, and ask them naturally. Avoid questions you could answer from the website, questions about pay, leave or perks in a first round, and anything that sounds like you are looking for a way out. The final "Do you have any questions for us?" is part of the evaluation, and for many interviewers it is one of the clearest signals of how you think. It is also your best chance to learn what the job is really like.

Good questions work in both directions: they help you and they help the interviewer see how you think.

25 questions by topic

The role and success

1. What would success look like in this role after six months, and after a year?
2. What are the most important things you would like the person in this role to achieve first?
3. What does a typical week involve?
4. How is performance measured, and how often is it reviewed?
5. Why is the role open?

The team and manager

1. How is the team structured, and who would I work with most?
2. How would you describe your management style?
3. How does the team make decisions and handle disagreements?
4. What has changed on the team in the past year?
5. How do people on the team usually collaborate with other departments?

The company and strategy

1. What are the biggest priorities for the team this year?
2. What challenges is the team or company working through at the moment?
3. How does this role contribute to the company's goals?
4. Where do you see the company in two or three years?

Growth and learning

1. How do people grow in this role, and what have previous team members moved on to?
2. What training or development support is available?
3. How do you give feedback, and how often?

Culture and ways of working

1. What do you enjoy most about working here?
2. How does the team handle busy periods or tight deadlines?
3. What does flexibility look like in practice, such as hours, remote or hybrid?

Process and next steps

1. What are the next steps in the process, and what is the timeline?
2. Is there anything about my background you would like me to clarify?
3. Who else would I meet if I move forward?

Closing questions

1. Is there anything that would make you hesitate about my fit for the role?
2. Based on our conversation, what questions do you still have for me?

Use the last two with care. Many interviewers value a candidate who invites concerns, and some find it awkward. Judge by the tone of the conversation.

How to choose

1. Read the posting and the notes you made during the interview.
2. Cross out questions already answered.
3. Pick three to five that address what you most need to know.
4. Put the most important first, in case time runs short.
5. Write them down and bring the list. It is fine to refer to notes.

Tailor them to who you are speaking with. For a hiring manager, ask about success and the team. For a recruiter, ask about process and timelines. For a future colleague, ask about day-to-day work and culture.

Questions to avoid

Pay and benefits are legitimate topics, but timing matters. See salary expectations and how to negotiate salary.

Listen to the answers

Use what you learn. If the interviewer says the role has changed twice in a year, ask a follow-up. If they speak warmly about the team, note it. Red flags include vague answers about success, a high turnover team with no explanation and surprise at your questions. See how to evaluate a job offer for what to do with the information.

After the interview

Mention one thing from the answers in your thank-you note: "I appreciated hearing about the plan to expand the self-serve tier." It shows you listened. See interview thank-you email.

From the interviewer's side

Hiring managers often note the quality of a candidate's questions, and some score it. If you are the interviewer, leave enough time and answer honestly, since candidates are also deciding whether to accept. See interview scorecard templates. For the whole plan, see the interview preparation guide.