Interviews are a two-way conversation, and knowing what questions to ask in the interview transforms you from a candidate into an active evaluator. Asking the right questions shows preparation, signals cultural fit, uncovers real expectations, and helps you decide whether the role, team, or program is right for you. Throughout this guide you'll find practical examples of what questions to ask in the interview, how to tailor them for sales calls or college interviews, common mistakes to avoid, and a short checklist to prepare confident, strategic questions that prompt memorable discussion.
This post synthesizes practical tactics and evidence-based techniques from career experts and interviewing guides so you can both impress interviewers and collect the intel you need to choose well. For deeper reads on behavioral techniques and curated question lists see resources like Indeed on behavioral interviews and Harvard Business Review’s list of smart interview questions Indeed, HBR, and advice on crafting questions from The Open Notebook The Open Notebook.
Why does asking what questions to ask in the interview matter
Asking thoughtful what questions to ask in the interview matters because it does three things: demonstrates engagement, differentiates you from other candidates, and gathers critical information to guide your decision. Interviewers expect intelligent follow-ups—good questions shift the power balance by inviting the interviewer to reveal priorities and pain points. Harvard Business Review highlights how specific, well-timed questions signal curiosity and strategic thinking and can change the tone of the entire conversation HBR.
To confirm role expectations and immediate priorities.
To learn about team dynamics and the manager’s leadership style.
To expose potential red flags (turnover, unclear metrics, lack of resources).
To build rapport by showing you understand the business context.
Practical reasons to prioritize what questions to ask in the interview:
Use research to personalize what questions to ask in the interview: scan the company site, recent news, and the interviewer’s LinkedIn to avoid generic prompts and to craft questions about specific initiatives or challenges Indeed.
What questions to ask in the interview about the role and expectations
Role-specific what questions to ask in the interview should focus on immediate priorities, success metrics, and the first 90 days. These signal you are outcome-oriented and ready to contribute quickly.
What are the top three priorities for this role in the first 90 days?
What metrics will define success for this position?
What is a typical milestone for someone who has succeeded here after six months?
What gaps on the team is this role intended to fill?
What would you want me to accomplish in my first project?
High-impact what questions to ask in the interview about the role:
They turn vague prompts (like “tell me about the role”) into measurable expectations.
They let you assess whether the company sets clear goals and gives resources to meet them.
Answers provide concrete examples you can reference in follow-up notes and thank-you messages.
Why these what questions to ask in the interview work:
If an interviewer answers broadly, follow up: “Can you give a specific example of a project that met those metrics?” This turns the conversation from abstract to actionable and shows you can probe for detail The Open Notebook.
What questions to ask in the interview about team dynamics and challenges
Team questions reveal collaboration styles, communication norms, and recurring obstacles. Good what questions to ask in the interview here turn on discovering how you’d fit day-to-day.
What does cross-functional collaboration look like between this team and others?
What skills is the team currently missing that this role will bring?
What’s a current challenge the team is working to solve?
Who will I work with most closely, and how do they prefer to communicate?
How does the team handle conflicts or missed deadlines?
Strong what questions to ask in the interview about team dynamics:
They expose whether teamwork is structured or ad hoc.
They reveal unstated expectations—like frequent all-hands or tight timelines.
They let you evaluate whether the team’s working rhythms align with your strengths.
Why include these what questions to ask in the interview:
If you hear a problem (frequent rework, unclear priorities), ask for a story: “Can you give a recent example of a cross-team issue and how it was resolved?” This follow-up extracts practical detail and signals an ability to think through real scenarios HBR.
What questions to ask in the interview for your potential boss and company culture
Your manager and culture determine much of your daily experience—so include what questions to ask in the interview that probe leadership style, decision-making, and values.
What’s your leadership style and how do you support growth on your team?
How has the company changed since you joined?
What rituals or traditions does the team have that matter most?
How do you celebrate wins or learn from setbacks?
What are the most common reasons people succeed here—and the most common reasons they leave?
Smart what questions to ask in the interview for managers and culture:
They invite narrative (stories about real people) rather than rehearsed PR lines.
They show you care about fit and long-term growth, not just the job title.
Managerial answers help you decide if the reporting relationship will support your goals.
Why these what questions to ask in the interview resonate:
If culture sounds generic, ask for a concrete example: “What was a recent team success and how did leadership recognize it?” The goal of these what questions to ask in the interview is to gather anecdotes that prove the claims.
What questions to ask in the interview about career growth and development
Career-oriented what questions to ask in the interview show you’re thinking long-term—and they help confirm whether advancement paths and development resources match your ambitions.
What’s the performance review process and how often are reviews held?
What learning or development resources are available to employees?
How have others progressed from this role into leadership or adjacent functions?
What support is available for skill development or certifications?
How do promotions typically occur here—time-based, merit-based, or opportunistic?
Best what questions to ask in the interview about growth:
They reveal whether development is intentional and documented.
They help you compare options across offers—compensation is one thing, learning trajectory another.
Answers allow you to plan a realistic 1-3 year growth path if you take the role.
Why these what questions to ask in the interview matter:
Use specifics in follow-ups: “Could you describe an example of someone who advanced from this role and what steps they took?” That produces a playbook of behaviors and timelines to emulate.
What questions to ask in the interview tailored for non-job scenarios like sales calls or college interviews
The structure of what questions to ask in the interview adapts well beyond job hiring. Asking strategic questions in sales calls and college interviews helps you assess fit, priorities, and next steps.
What challenges are you trying to solve right now?
How did this issue arise and what have you tried so far?
What would success look like for you in this project?
Who else needs to sign off on a solution, and what matters most to them?
What questions to ask in the interview style for sales calls:
These questions are designed to surface pain points and decision criteria and to avoid sounding presumptive. Phrase probes neutrally—e.g., “What did they tell you about risks?”—to keep dialogue open and constructive The Open Notebook.
What’s next for students in this program after graduation?
What kind of projects do students typically complete in their first year?
How does the program support career placement or internships?
What sets this program apart from others in terms of mentorship or research?
What questions to ask in the interview style for college/graduate program interviews:
College interviewers often respond best to curiosity about outcomes and specific experiences—ask for examples of recent alumni, projects, or industry partnerships Regis College Career Resources.
What questions to ask in the interview common mistakes and how to avoid them
Knowing which what questions to ask in the interview is only half the battle—delivery matters. Here are common pitfalls and how to reframe them into productive questions.
Sounding generic: Avoid vague prompts like “What’s a typical day?” Fix: Personalize—“What would a typical day look like for me in this role?” HBR.
Using judgmental tone: Avoid accusatory phrasing (“Is the treatment dangerous?”). Fix: Use neutral probes—“What did they tell you about the risks?” to encourage openness The Open Notebook.
Missing follow-ups: Don’t accept surface answers. Fix: Prepare probes like “Can you give a specific example?” and “Tell me more about that.” These will turn broad statements into useful details.
Overlooking context: Avoid one-size-fits-all questions. Fix: Research the role and ask role-specific questions such as “What skills gap is this role intended to fill?” Indeed.
Freezing under pressure: In high-stakes contexts (sales, admissions), use simple, open-ended curiosity like “Why does this matter?” to re-center the conversation.
Common mistakes and fixes for what questions to ask in the interview:
Save your top 3–5 what questions to ask in the interview for the end or for natural lulls. Interviewers typically ask, “Do you have any questions for me?”—use that moment to flip the script.
Speak in “you/me” terms for relevance: “What would success look like for me?” vs. “How does success get measured?”
Keep one curiosity-driven question ready that invites story-telling—stories reveal culture more than policy statements.
Timing and tone tips:
What questions to ask in the interview a curated list of 20+ high-impact questions
Below are grouped examples you can copy and adapt. Aim to choose 3–5 before the interview—one on role expectations, one on team dynamics, one on manager/culture, and one on growth. Tailor each with a personal touch (reference an initiative, person, or detail you found in research).
What are your expectations for me in the first 90 days?
What metrics define success in this role?
What will my most immediate project be?
What skill gaps will this role need to address?
Role-specific what questions to ask in the interview
Who will I work with most closely and how do they like to communicate?
What skills is the team missing right now?
How do teams here coordinate on cross-functional work?
Team and collaboration what questions to ask in the interview
What’s your leadership style and how do you measure team performance?
How has the company evolved since you joined?
What’s your favorite team tradition?
Boss and company culture what questions to ask in the interview
What’s the performance review process and how often are reviews held?
What development programs or mentorship do you offer?
How have others moved into leadership from this role?
Growth and development what questions to ask in the interview
For sales: What challenges are you facing and how did we get here?
For sales: Who else needs to be involved to move forward?
For college: What’s next for students in this program?
For college: What research or internship opportunities do students typically get?
Adaptation for sales and college what questions to ask in the interview
Can you give a specific example of that success metric in action?
How would you describe the last time the team solved a difficult problem?
What’s one change you’d make if you could?
Delivery and follow-up what questions to ask in the interview
Use these what questions to ask in the interview as templates—add a detail from your research to each to make them feel bespoke.
What questions to ask in the interview actionable preparation checklist
Research the company, role, and interviewer on LinkedIn and recent news. Note 2–3 talking points you can reference.
Draft 6–8 tailored what questions to ask in the interview and select your top 3–5 to ask live.
Prepare STAR-style stories for likely prompts and be ready to pivot your stories to answer follow-ups Indeed.
Before the interview
Time your questions—save 2–3 for the closing, and use 1–2 earlier if a natural pause arises.
Listen actively and take notes on answers; you’ll reference specifics in your thank-you note.
Use follow-ups: “Can you tell me more?” or “Could you give a specific example?” to deepen the discussion The Open Notebook.
During the interview
Jot down the answers and any memorable phrases to use in a follow-up email.
Evaluate the role against your priorities—growth, team, manager, and day-to-day fit.
Send a thank-you that references one or two answers to remind the interviewer of the connection and what you learned.
After the interview
Your goal for what questions to ask in the interview is to prompt conversational answers that reveal fit—not to tick boxes. If an interviewer answers with examples, stories, and names, you’ve likely succeeded. Use those details to craft a memorable thank-you and to compare offers.
Metrics and signals of success
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What Are the Most Common Questions About what questions to ask in the interview
Q: How many what questions to ask in the interview should I prepare
A: Prepare 6–8 and plan to ask your top 3–5 during the interview.
Q: When is the best time to ask what questions to ask in the interview
A: Ask most at the end; use one or two earlier during natural pauses.
Q: Are generic what questions to ask in the interview okay
A: Avoid generic. Personalize with role or company details you researched.
Q: Should I ask salary as one of the what questions to ask in the interview
A: Save compensation questions until later rounds unless the interviewer raises it first.
Q: How do I follow up on vague answers to what questions to ask in the interview
A: Use probes: “Can you give a specific example?” or “Tell me more about that.”
Q: Can what questions to ask in the interview help me decide between offers
A: Yes—use answers about growth, metrics, and culture to compare opportunities.
(Each Q&A above is concise to give direct, actionable answers.)
Treat questions as a tool to learn, not a script to recite.
Personalize everything you can—interviewers notice specific, researched questions.
Aim to leave the interviewer with a clear sense that you understand the role and care about outcomes.
Final notes on using what questions to ask in the interview
For more detailed behavioral interviewing frameworks and question examples, consult Indeed’s guidance on behavioral interviews and Harvard Business Review’s list of smart questions to ask Indeed, HBR. Use the curated question lists above to craft the 3–5 questions that will help you make the best choice and leave a lasting impression.
