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Near the end of an interview, you may hear, “What questions do you have for me?” Use that time to understand the work, expectations, team, and hiring process. The most useful questions are specific to the role and fill gaps that the job description did not answer.
You do not need to ask all 25 questions below. Choose three to five that matter most to your decision, then listen closely and ask a natural follow-up when an answer raises something important.
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Why ask questions at the end of an interview?
An interview is also your chance to decide whether the role fits your goals and working preferences. Thoughtful questions can help you clarify day-to-day responsibilities, how success is evaluated, how the team works, and what happens next.
A useful question is not a performance trick. Ask because the answer will help you understand the opportunity. If the interviewer has already covered a topic, move to something that remains unclear.
25 questions to ask an interviewer
Below are 25 good questions to ask at the end of an interview, grouped by topic. Use them as prompts, not a script. Rephrase each in your own words and choose the ones that help you understand the role and the person you are speaking with.
Role and responsibilities
- What does a typical week look like for someone in this role?
- Which responsibilities would take priority during the first few months?
- What is the main challenge you would want the new hire to help address?
- How does this role work with other teams or functions?
- Which decisions would this person be expected to make independently?
Priorities and success
- What would strong performance look like after the first 90 days?
- Which outcomes or goals matter most for this position?
- How are priorities and performance reviewed over time?
- What projects would the person in this role likely work on first?
- What can make this work especially challenging in the current team or organization?
Team and collaboration
- Who would I work with most closely day to day?
- How does the team coordinate work across functions or locations?
- How are decisions and updates usually shared?
- What is one process the team is currently trying to improve?
- How does the team handle competing priorities or handoffs?
Management and professional growth
- How would you describe the manager’s approach to feedback and support?
- What does onboarding usually cover during the first few weeks?
- How often do managers and team members check in?
- What learning or development resources are available for this role?
- How does the team help someone get context when priorities change?
Work setup and next steps
- What are the expected working hours and availability for this position?
- For a remote or hybrid role, are there location, time-zone, or office-attendance expectations?
- Could you share the compensation range for the role and when benefits are discussed?
- What are the next steps in the interview process, and when should I expect an update?
- Is there anything about my experience or answers that you would like me to clarify?
How to choose and ask the right questions
Start with the job description and your notes from the conversation. Mark anything that is important to you but still unclear, such as the role’s priorities, schedule, reporting structure, or work arrangement. Turn each point into one concise, open-ended question.
Match the question to the interviewer. A recruiter may be best placed to explain process, compensation, and logistics. A hiring manager can usually speak to priorities and expectations. A potential teammate may offer useful context about collaboration and handoffs. If the person does not know, ask who can clarify. For recruiter-specific prompts, see our guide to questions to ask during an HR interview.
Bring a short list, then adapt. Prepare more questions than you expect to use, but select only a few in the conversation. If an answer already resolves one, skip it. If something is vague, ask for an example or a little more detail.
Practice your interview answers too. Our guides to common interview questions and answers and behavioral interview questions can help you prepare examples. Then use the interview simulator to rehearse spoken answers with a timer and review the feedback as practice prompts, not a prediction of hiring success.
What questions should you avoid?
Avoid questions that the interviewer has already answered, that are clearly covered in the job posting, or that combine several unrelated topics at once. A broad question such as “What does the company do?” can also sound unprepared when the information is easy to find; ask instead about a specific team, project, or responsibility.
You do not have to avoid practical topics such as compensation, benefits, schedule, or flexibility. Ask clearly and respectfully, and direct the question to the person who can answer it. If the timing is not right for that interviewer, ask when or with whom those details are discussed.
Avoid treating questions as a test or asking for guarantees that no one can make. Focus on concrete expectations, examples, and process details that help you make an informed decision.
How to assess the answers
Listen for specifics: examples of the work, clear priorities, and an explanation of how decisions or feedback happen. Note what remains unanswered and compare the response with the job description and what other interviewers have told you.
One answer cannot establish everything about a role or workplace. Look for patterns across the process, ask for clarification when details conflict, and use your judgment about whether the expectations fit your needs.
Questions to ask an interviewer: FAQs
What are three good questions to ask an interviewer?
A useful starting set is: “What are the top priorities for this role?”, “How will success be evaluated?”, and “What should the new hire focus on first?” Replace any question the interviewer has already answered with one that addresses a real gap for you.
How many questions should I ask?
Wondering how many questions to ask in an interview? Prepare three to five as a shortlist, not a quota. Ask the questions that fit the time available and have not already been answered; if the interview is ending, prioritize the one or two that most affect your decision. In a longer conversation, ask another only when the interviewer has time.
Is it okay to ask about salary and benefits?
Yes. Compensation and benefits are relevant parts of evaluating a role. Ask the recruiter or interviewer who handles those details, and use a direct, professional question if the information is not already available.
Prepare for the rest of the interview
Choose questions that help you understand the work and decide whether it suits you. For more preparation, review our guide to answering “Tell me about yourself”, then use our advice on following up after an interview once the conversation is over.
For more preparation guidance, see Harvard University’s interviewing guide, which recommends preparing questions to help you make an informed decision and confirm next steps, and the University of Washington’s guide to preparing questions for interviewers, which suggests researching the employer and tailoring questions to the role and team.
Rodrigo Durães is the founder and editor of CareersForge, where he publishes career-development resources on career planning, resumes, interviews, and job search. His professional experience and education are listed on his LinkedIn profile, including his role as Global CEO of VisionCorp International from 2011 to 2023. View Rodrigo’s LinkedIn profile.