When an interviewer asks "do you have any questions for us?", this is not a formality. It's one more data point about you. Candidates who have no questions, or who ask questions that could have been answered from the company website, leave a weak final impression. Candidates who ask sharp, thoughtful questions stand out and often tip a close decision in their favour.
Why your questions matter as much as your answers
Good questions signal three things: that you've done research and thought seriously about the role, that you're genuinely interested in this specific company and not just getting any job, and that you're the kind of person who asks good questions at work, which is a desirable quality in any role.
They also give you information you genuinely need. An interview is a two-way assessment. You're evaluating whether this role, team, and company are right for you. The questions at the end are your best chance to find out.
The best questions to ask
About the role
- "What does success look like for this role at 90 days and at 12 months?"
- "What are the biggest challenges the person in this role will face in the first six months?"
- "How has the role evolved since it was created, and where do you see it going?"
About the team and culture
- "How would you describe how the team works together day-to-day?"
- "What do the people who tend to thrive here have in common?"
- "What's something about working here that surprised you when you joined?"
About the interviewer
- "What's been your favourite project or challenge since joining the company?"
- "What made you choose this company over others?"
About next steps (always ask this)
- "What are the next steps in the process and roughly what timeline are you working to?"
Questions to avoid
- "What does your company do?" You should already know this.
- "How much holiday do I get?" Not the right time. This information is in the offer letter.
- "What's the salary?" Ask the recruiter about this in a separate conversation if it hasn't been covered.
- "What are the hours like?" Can read as you're already planning how little you'll work. Ask about this after the offer.
- "Did I get the job?" Ask about next steps instead.
Adjusting your questions by who's interviewing you
Tailor your questions to the person you're speaking with. A question about day-to-day team dynamics is better directed at a peer than at the CEO. A question about the company's strategic direction lands better with a hiring manager or senior leader than with HR. Asking each person something relevant to their perspective shows that you understand the room.