25 Smart Questions to Ask Interviewers (That Actually Matter)

"Do you have any questions for us?"

Most candidates fumble this moment. They either ask nothing (bad), ask generic questions (boring), or ask something Google could answer (lazy).

But this is your chance to:

Get critical information to make a decision
Demonstrate your strategic thinking
Show you're evaluating them, not just begging for an offer
Stand out from other candidates

Here are 25 questions that actually matter, organized by what you're trying to learn.

Questions About the Role

1. "What does success look like in this role after 6 months? After a year?"

Why this works: Shows you're thinking about impact, not just collecting a paycheck. Their answer tells you if expectations are realistic.

Red flag answer: Vague response or unrealistic expectations ("We expect you to completely transform the department in 3 months")

2. "What are the biggest challenges someone in this role will face in the first 90 days?"

Why this works: Reveals actual problems you'll need to solve. Helps you assess if you're equipped to handle them.

What to listen for: Specific challenges vs. generic answers

3. "Why is this position open? Is it new or a backfill?"

Why this works: If it's a backfill, you'll want to know why the previous person left. If it's new, you'll want to understand what drove the need.

Red flag answer: Evasiveness about why someone left or multiple people leaving the same role

4. "Can you walk me through a typical day or week in this role?"

Why this works: Helps you understand the actual day-to-day work vs. the job description fantasy.

What to listen for: Does it match what you want to be doing?

5. "How much of the role is [specific task] vs. [other task]?"

Why this works: Gets specific about time allocation. Example: "How much is hands-on coding vs. meetings and planning?"

What to listen for: Whether the role matches your preferences

Questions About the Team

6. "Can you tell me about the team I'd be working with?"

Why this works: Gives insight into team dynamics, size, and structure.

Follow-up: "What are their backgrounds? How long have they been with the company?"

7. "What's your management style?"

Why this works: (If asking your potential manager) Helps you assess fit. Some people thrive with hands-off managers; others need more direction.

What to listen for: Whether their style matches what you need to succeed

8. "How does the team handle disagreements or conflicts?"

Why this works: Every team has conflicts. You want to know if they're handled constructively.

Red flag answer: "We never have disagreements" (unrealistic) or describing toxic dynamics

9. "What do you like most about working here? What's been most challenging?"

Why this works: Gets honest perspective. People's faces and energy when answering tell you as much as their words.

What to listen for: Authentic positives and whether challenges are dealbreakers for you

10. "How long have you been with the company? What's kept you here?"

Why this works: Long tenure usually indicates satisfaction. Their reasons reveal company strengths.

Red flag: Very short tenure across multiple team members

Questions About Growth and Development

11. "What does career progression typically look like for this role?"

Why this works: Shows ambition and helps you understand if there's a path forward.

What to listen for: Specific examples of people who've been promoted

12. "How does the company support professional development?"

Why this works: Reveals if they invest in employees or expect you to plateau.

Good signs: Training budget, conference attendance, mentorship programs

13. "Who was the last person in this role, and where are they now?"

Why this works: If they were promoted, great. If they left frustrated, that's valuable intel.

Red flag answer: Unwillingness to discuss or pattern of people leaving quickly

14. "What opportunities are there to learn new skills or work on different types of projects?"

Why this works: Shows you want to grow, not just do the same tasks forever.

What to listen for: Concrete examples vs. vague promises

Questions About Company Culture and Values

15. "How would you describe the company culture?"

Why this works: Gets their perspective. Compare answers across different interviewers.

Follow-up: "Can you give me a specific example of how that shows up day-to-day?"

16. "What's one thing you'd change about working here if you could?"

Why this works: Everyone has complaints. Honest answer = they're being real with you.

Red flag answer: "Nothing!" (unrealistic) or something major that would affect you

17. "How has the company changed since you joined?"

Why this works: Reveals growth trajectory, leadership changes, cultural shifts.

What to listen for: Positive evolution or concerning deterioration

18. "How does the company handle work-life balance?"

Why this works: Directly addresses whether they respect personal time.

What to listen for: Specific policies (unlimited PTO, no-meeting Fridays) vs. lip service

19. "Can you describe a recent challenge the company faced and how it was handled?"

Why this works: Shows how they handle adversity and whether they're transparent with employees.

What to listen for: Honesty and problem-solving approach

Questions About the Business and Strategy

20. "What are the company's top priorities for the next year?"

Why this works: Shows you think strategically about business goals, not just your tasks.

What to listen for: Clear priorities vs. everything being "top priority"

21. "How does this role contribute to those goals?"

Why this works: Helps you understand your impact and whether the role actually matters.

Red flag answer: Can't clearly connect the role to company objectives

22. "Who do you consider your main competitors, and what differentiates you?"

Why this works: Demonstrates business acumen and helps you assess market position.

What to listen for: Clear differentiation vs. unclear value proposition

23. "What's the biggest challenge the company is facing right now?"

Why this works: Gets honest about headwinds. Helps you assess risk.

Red flag: Unwillingness to discuss any challenges

Questions About Next Steps

24. "What are the next steps in the interview process?"

Why this works: Sets clear expectations and shows you're organized.

What you'll learn: Timeline, how many more rounds, who you'll meet

25. "Is there anything about my background or experience that gives you hesitation about my fit for this role?"

Why this works: (Save for final rounds) Lets you address concerns directly rather than wondering after you don't get the offer.

What happens: Either they'll reassure you, or you can address their concern on the spot

Questions to Avoid

Never Ask:

"What does this company do?"

This should be known before the interview. Shows you didn't prepare.

"How much vacation time do I get?"

Save benefits questions for after you have an offer or ask HR, not hiring managers.

"Will I have to work long hours?"

Phrasing implies you're not willing to work hard. Instead: "How does the team handle work-life balance?"

"When can I get promoted?"

Shows you're focused on advancement before you've even started. Ask about growth paths instead.

"What are the downsides of working here?"

Too negative. Better: "What's been most challenging about working here?"

"Can I work remotely?"

If it's critical to you, phrase it as: "How does the team approach remote work?" or wait until offer stage.

How to Choose Which Questions to Ask

For phone screens (ask 2-3):

Focus on role basics and next steps
Example: "What does success look like in this role?" and "What are the next steps?"

For first-round interviews (ask 3-5):

Mix of role, team, and company questions
Tailor to the interviewer's expertise

For final rounds (ask 5-7):

Deeper questions about culture, growth, strategy
Save tougher questions for this stage

General rules:

Ask different questions to different interviewers
Ask questions relevant to the person's role/expertise
Don't ask questions that were already answered
Have backups in case they cover your questions during the interview

How to Ask Questions Effectively

Do:

Take notes when they answer
Ask follow-up questions to dig deeper
Sound genuinely curious, not interrogative
Pause to think - thoughtful questions beat rushed ones
Relate to your experience - "You mentioned X. I've found Y in my current role. How do you handle that here?"

Don't:

Rapid-fire questions - have a conversation, not an interrogation
Lead them to the answer you want - "You do value work-life balance, right?"
Ask yes/no questions - they don't give you much information
Read questions robotically from a list - be natural

Sample Question Combinations

For a Startup:

"How is the company funded, and what's the runway?"
"What's the biggest risk to the business right now?"
"How do you prioritize features with limited resources?"
"What does work-life balance look like in crunch times?"

For a Large Company:

"How much autonomy does this team have?"
"How do you navigate bureaucracy to get things done?"
"How has recent restructuring affected this team?"
"What opportunities exist to work across departments?"

For a Management Role:

"What's the current state of the team I'd be inheriting?"
"What challenges did my predecessor face?"
"How much autonomy do I have in hiring and team structure?"
"What does success look like for a leader here?"

For a Technical Role:

"Can you walk me through the tech stack?"
"What's the approach to technical debt?"
"How does the team balance new features vs. maintenance?"
"What does code review and testing look like?"

Red Flags in Their Answers

Watch for:

Vague or evasive responses
Inability to answer basic questions about the role
Negativity about current team members
Unrealistic expectations
Inconsistent answers across interviewers
Pressure to decide immediately
Reluctance to let you talk to potential teammates

The Bottom Line

Asking questions isn't just a formality—it's your due diligence.

Great questions:

Show you've thought deeply about the role
Help you gather information to make a decision
Demonstrate strategic thinking
Create conversation, not interrogation

Your questions reveal:

Whether you've prepared
What you care about
How you think
If you're just looking for any job or THIS job

Prepare 10-12 questions. You won't ask them all, but you'll have options based on how the interview flows.

Remember: They're evaluating you, but you're also evaluating them. Act like it.

Want to practice asking questions confidently? Rehearse with Reherse's AI coach and get feedback on your delivery. Start practicing →