Questions to Ask the Interviewer at Every Interview Stage

Near the end of almost every interview, you'll hear: "Do you have any questions for us?" Saying "No, I think you covered everything" is a missed chance. Good questions show you're serious, help you stand out and give you information you need to decide whether you want the job.

The best questions fit the person you're talking to. A recruiter, a hiring manager and a future teammate can each tell you different things. Here are strong questions for each stage, plus a few to skip.

How many questions to prepare

Have five to eight questions ready for each interview, then pick two or three based on what you've already learned. If the interviewer answered one during the conversation, skip it or ask a follow-up instead.

Write your questions down. It's fine to glance at your notes.

Recruiter or HR screen

Recruiters know the process, timeline and general role details. Use this stage to learn the basics.

• What are the next steps in the process, and what's the timeline?
• What does a typical day or week look like in this role?
• What's the team structure, and who would I report to?
• What are the most important qualifications the hiring manager is looking for?
• Is this role remote, hybrid or on site, and how does that work in practice?
• What's the budgeted range for this role?

That last question can be asked early in many cases. It helps both sides avoid wasted time. Our salary negotiation guide covers how to handle the money conversation.

Hiring manager

The hiring manager is often your future boss. Focus on the work, success and how they lead.

• What would success look like in the first 90 days? In the first year?
• What are the biggest challenges facing the team right now?
• What separates someone who does well in this role from someone who struggles?
• How do you like to communicate with your team, and how often do you meet one on one?
• What projects would I be working on first?
• How do you give feedback?
• Why is this role open?

These questions show you're thinking about doing the job, not just getting it.

Before and after

Before

So, what's the company culture like?

After

You mentioned the team is growing quickly. How have you kept people aligned as new members join, and what would you want me to help with there?

The first question is generic and often gets a generic answer. The second builds on something the interviewer said and invites a specific, useful reply.

Peer or team interview

Future coworkers can tell you what the job is really like day to day.

• What do you enjoy most about working on this team?
• How does the team work together on a typical project?
• What tools or processes does the team rely on most?
• What's something you wish you'd known when you started?
• How does the team handle disagreements or changes in priorities?

People tend to give honest answers about the daily work. Listen closely.

Panel interview

With several people in the room, ask questions anyone can answer, or direct one question to a specific person based on their role.

• How does this role work with each of your teams?
• What's one thing each of you would want from the person in this role?
• How do teams across the organization share information and decisions?

If one panelist talked about a project, follow up with them directly.

Final round or senior leader

Senior leaders can speak to direction and strategy. Ask about the bigger picture.

• Where do you see the organization going in the next couple of years?
• How does this team contribute to the organization's main goals?
• What's the biggest opportunity you see for this team?
• What do you value most in the people who work for you?
• Is there anything about my background that gives you pause? I'd welcome the chance to address it.

That last question takes some confidence. It lets you clear up a concern before you leave the room.

Federal and government interviews

Federal interviews are often more structured, with set questions asked of every candidate. There may be less time for your questions. Good ones to have ready:

• What's the timeline for the selection and onboarding process?
• How does this position support the office's mission?
• What training is available for new employees in this role?

Questions to save for later

Some questions are better after you have an offer, or once the employer brings them up:

• Detailed questions about benefits, leave and retirement plans
• Requests for schedule changes or extra time off
• Questions about raises and promotions on a set timeline

These are fair questions. They're just more productive when you have an offer to discuss. Asking about the pay range early is fine, as noted above.

Questions to skip

• Anything you could easily find on the company's website
• "Did I get the job?" Try "What are the next steps?" instead.
• Questions that sound negative, like "How much overtime will I be forced to work?" Reword: "What does a busy period look like for the team?"

Use their answers

The answers you get are useful later. Mention something specific in your thank-you email after the interview. Use what you learn about challenges to choose which stories to tell in your next round. Our guide to behavioral interview questions shows how to build a story bank you can pull from.

FAQ

How many questions should I ask at the end of an interview?

Two or three thoughtful questions is usually enough. Prepare more than that so you have options if some get answered during the interview. If time is short, ask your single most important question.

Is it okay to ask about salary in an interview?

Asking about the budgeted range early, often with the recruiter, is common and reasonable. Detailed negotiation is better after an offer. Keep the tone neutral and focused on making sure you're aligned.

What if all my questions were already answered?

Say so, and ask a follow-up about something they mentioned. For example, "You talked about the new system rollout. How is that going so far?" That shows you were listening.

Should I ask different questions to each interviewer?

Yes, when you can. Each person sees the role differently, so tailor your questions to their position. Asking the same question to several people can also be useful when you want to compare their answers.

Want to prepare questions and answers for your next interview? Use the Sortie interview prep tool to practice for each stage and get ready for what they're likely to ask.