Questions to Ask at the End of an Interview

The Part of the Interview Most People Waste

Every interview ends the same way: "Do you have any questions for us?"

This is not a formality. It's an evaluation. Interviewers are gauging whether you've done your research, whether you're genuinely interested in the role, and whether you think critically about the work you'd be doing.

Saying "No, I think you covered everything" is one of the fastest ways to end a strong interview on a weak note. It signals that you're either unprepared, uninterested, or passive — none of which are qualities anyone hires for.

On the other end, asking thoughtful questions does three things simultaneously:

1. Demonstrates preparation. Good questions require knowing something about the company.
2. Shows strategic thinking. The best questions reveal that you're already mentally in the role.
3. Gives you actual information. An interview is a two-way evaluation. You need data to decide if this is a place you want to work.

Questions About the Role

These are the most important questions because they help you understand what the job actually looks like day-to-day, not just what the job description says.

"What does success look like in this role in the first 90 days?"

This is the single most useful question you can ask. It tells you what the hiring manager actually cares about, what they expect from a new hire, and how they measure performance. It also signals that you're already thinking about hitting the ground running.

Listen carefully to the answer. If they describe specific deliverables ("We need someone to audit the existing pipeline and present a plan by month two"), you know the role has clear expectations. If they're vague ("Just get up to speed and meet the team"), the role may be poorly defined — which isn't necessarily bad, but it's information you need.

"What are the biggest challenges the person in this role will face?"

This question shows that you understand every job has hard parts, and you want to know what they are upfront. The answer also reveals the team's pain points, which gives you material for a follow-up where you can briefly describe how you've handled similar challenges.

"How will my performance be evaluated?"

Different from the 90-day question. This one is about the ongoing measurement system. Are there quarterly reviews? OKRs? Revenue targets? Subjective manager assessments? The answer tells you whether the company has a mature feedback culture or whether you'll be guessing about where you stand.

Questions About the Team

Understanding who you'll work with daily matters as much as understanding the job itself. Bad team dynamics can make a great role miserable.

"Can you describe the team I'd be working with?"

Simple and open-ended. You'll learn the team size, how roles are divided, and often get a sense of the team's dynamic. Pay attention to how the interviewer describes their colleagues — enthusiasm and specificity are good signs. Generic answers like "They're great, really collaborative" without examples may indicate the interviewer doesn't work closely with the team or the culture is less cohesive than advertised.

"How does this team handle disagreements or conflicting priorities?"

This one takes a little nerve to ask, but it's worth it. Every team faces conflict. How they handle it tells you about the culture more than any values statement on the careers page. You're looking for answers that describe a process ("We bring it to the weekly sync and hash it out") rather than denial ("We don't really have disagreements").

Questions About Growth and Development

These questions signal that you're thinking long-term, which managers generally like — they'd rather hire someone who plans to stay and grow.

"Where have people in this role typically moved on to within the company?"

This is better than asking "What's the growth path?" because it asks for specific evidence rather than a hypothetical. If the interviewer can name former team members and where they went, the company genuinely develops people. If they struggle to answer, internal mobility may be limited.

"What skills or experiences would you like the person in this role to develop over the first year?"

This shows you're thinking about development, and the answer tells you whether the company invests in its people. It also helps you understand the gap between what you bring now and what the role demands — useful for negotiating training or resources if you get an offer.

Questions About Company Direction

These work best in later-stage interviews with senior leaders. They show that you think about the business, not just your function.

"What's the company's biggest priority for the next 12 months?"

At a startup, this tells you where resources and attention will go. At a large company, it tells you which teams are growing and which are in maintenance mode. Either way, the answer helps you understand whether this role is central to the company's direction or peripheral.

"What's one thing about working here that surprised you after you joined?"

This is a personal question, which is what makes it effective. You're asking the interviewer to share their real experience, not recite talking points. The answers are often revealing — both the positive surprises ("The CEO actually reads every employee survey response") and the candid ones ("The pace is faster than I expected and onboarding is a bit sink-or-swim").

Questions to Avoid

Some questions actively hurt your candidacy. Here's what to skip:

The common thread: avoid questions that are self-serving or answerable with basic research. Every question should either help you evaluate the role or show the interviewer that you're engaged and thoughtful.

Tailoring Questions to the Interviewer

Not all interviewers are the same, and your questions should reflect who you're talking to.

Recruiter / HR screen: Ask about the interview process timeline, team structure, and what the hiring manager values most. Recruiters appreciate candidates who respect the process.

Hiring manager: Ask about the role's challenges, how success is measured, and team dynamics. This is where you go deep on the actual work.

Skip-level / VP: Ask about company direction, team priorities for the year, and how this team's work connects to broader company goals. Show that you think beyond your function.

Peer interview: Ask what their day-to-day looks like, what they wish they'd known before starting, and what the best and hardest parts of working there are. Peers will give you the most honest answers.

How Many Questions to Prepare

Prepare 5-7 questions, knowing you'll probably only get to ask 3-4. Some of your prepared questions may get answered during the interview itself, so having extras ensures you're never stuck saying "Nope, no questions."

Pre-interview checklist:
- [ ] 2 questions about the role and its challenges
- [ ] 2 questions about the team and culture
- [ ] 1 question about growth / development
- [ ] 1 question about company direction
- [ ] 1 personal question for the interviewer

Write them down and bring them. Taking notes in an interview isn't awkward — it's professional. It shows you're treating this seriously.

The Follow-Up Move

When the interviewer answers your question, don't just nod and move to the next one. Respond briefly. Connect their answer to your experience. If they mention that the team's biggest challenge is scaling their onboarding process, you might say: "That resonates — at my last role, I helped redesign onboarding for a team that doubled in size. I'd love to dig into that challenge here."

This turns the Q&A into a conversation, which is always more memorable than a checklist.

Sources

• Harvard Business Review: 38 Smart Questions to Ask in a Job Interview — Research-backed question frameworks for different interview stages
• SHRM: Interviewing Candidates for Employment — The employer's perspective on candidate evaluation during interviews
• LinkedIn Talent Blog: What Hiring Managers Want to Hear — Data on which candidate behaviors correlate with positive hiring outcomes

Prepare for Every Stage of the Interview

Great questions show you've done your homework. A great resume is what got you into the room in the first place. Superpower Resume helps you build a resume tailored to the specific role you're interviewing for — so the preparation you bring to the Q&A matches the preparation that got you the interview.