Smart Questions to Ask Your Interviewer

Why Your Questions Matter More Than You Think

You've prepared your answers. You've rehearsed your strengths, polished your weakness story, and mapped your experience to the job description. But when the interviewer leans back and says, "So, do you have any questions for me?" — that's the moment many candidates stumble.

It shouldn't be a stumbling block. Research from Harvard Business School found that people who ask more questions, especially follow-up questions, are rated as significantly more likable by their conversation partners ¹. In controlled experiments, asking just one additional follow-up question led to measurably better outcomes in interpersonal interactions. The same dynamic applies in interviews: candidates who ask thoughtful questions signal engagement, curiosity, and genuine interest in the role.

Yet a surprising number of candidates simply say "no" when asked if they have questions. According to interview data compiled by Novorésumé, 47% of candidates fail interviews partly due to insufficient knowledge about the company — a gap that asking good questions can directly address ².

The "do you have any questions?" moment isn't a polite formality. It's often the moment that determines whether you stand out from the other candidates or blend in with everyone else who gave similar answers.

How Many Questions Should You Ask?

Career experts at Virginia Tech's Career and Professional Development team recommend preparing four to five questions before the interview ³. The reasoning is practical: if one or two get answered naturally during the conversation, you still have backups ready.

Here's the part most candidates miss — don't save all your questions for the end. Research by Murray Barrick and colleagues at Texas A&M found that interviewers form lasting impressions within the first two to three minutes of meeting a candidate ¹. Interviewers "anchor" on their initial impression and then fail to fully adjust as new information comes in. Weaving one or two thoughtful questions into the conversation, rather than stockpiling them for the final five minutes, can shape how the interviewer evaluates everything about you.

A practical approach:

• Prepare 8-10 questions before the interview
• Weave 1-2 into the conversation when natural transitions occur
• Save 3-5 for the closing "any questions for us?" moment
• Always have a follow-up ready after the interviewer answers

Questions About the Role

These questions help you understand what you'd actually be doing day to day — and signal to the interviewer that you're thinking critically about the position.

"What does a typical day look like in this role?"

Listen for concrete examples. If the interviewer can describe specific tasks, meetings, and rhythms, that's a green flag. A vague "it really varies" with no specifics suggests the role may be poorly defined — or that the interviewer doesn't know what the day-to-day looks like.

"What are the most important things you'd want someone to accomplish in the first 90 days?"

This question shows you're already thinking about how to deliver value. It also gives you a clear picture of expectations. Specific milestones mean the company has a plan for onboarding you. "Just get settled in" might mean there's no structured ramp-up.

"What does success look like in this position, and how is it measured?"

Gallup's research on employee engagement — covering over 2.7 million workers — found that "knowing what is expected of you at work" is the single most foundational element of engagement ⁴. Yet only 46% of employees strongly agree they know what's expected of them. Asking this question helps you avoid joining that confused 54%.

"What's the biggest challenge someone in this role faces?"

This shows you're not just interested in the highlights — you want the full picture. Listen for candor. An interviewer who's honest about difficulties is giving you valuable information. One who says "there really aren't any" may be selling rather than recruiting.

"What traits or behaviors do your top performers share?"

This question gives you insight into what the company values and rewards. If the answer is specific — "they take initiative, communicate proactively, and aren't afraid to challenge ideas" — you know what to emphasize. If it's generic ("they work hard"), the company may not have a clear sense of what drives performance.

Questions About the Team

Your future colleagues determine your daily experience more than almost any other factor. Gallup found that having a best friend at work is a powerful predictor of employee loyalty and performance ⁴. These questions help you assess whether you'll thrive on this team.

"Can you describe the team I'd be working with?"

You're looking for details about team size, structure, and how long members have been there. High turnover could signal problems. A stable team with clear roles suggests a healthy environment.

"How does the team handle disagreements or conflicting opinions?"

This is a culture question disguised as a process question. Google's Project Aristotle — a study of over 180 teams — identified psychological safety as the number one predictor of high-performing teams ⁵. Psychological safety means people feel safe to take risks, admit mistakes, and speak up without fear of punishment. How the interviewer answers this question tells you whether the team actually has it.

"What's the team's working style — more independent or highly collaborative?"

There's no right answer here. But there is a right answer for you. If you thrive in autonomous environments and the team is heavily collaborative (or vice versa), that's worth knowing before you accept.

Questions About the Company

These questions demonstrate that you've done your homework and are evaluating the company as critically as they're evaluating you.

"What are the company's most important goals for this year?"

This shows strategic thinking. It also tells you whether the company has a clear direction. If the interviewer can articulate specific goals without hesitation, that's a good sign. If they struggle, it may indicate unclear leadership priorities.

"How does the company differentiate itself from its competitors?"

If you've done your research, you should already have a sense of this. But asking puts the ball in the interviewer's court and lets you compare their answer to what you've found independently. Discrepancies can be revealing.

"What does the company's growth trajectory look like over the next few years?"

This gives you insight into job security, promotion potential, and whether the company is in growth mode or maintenance mode. It also signals that you're thinking long-term, not just about the immediate role.

Questions to Ask Your Interviewer Personally

This is the secret weapon most candidates miss entirely. Harvard researchers Alison Wood Brooks and Leslie K. John found that questions about the other person's experience are among the most powerful for building connection ¹. People naturally enjoy talking about themselves, and asking about your interviewer's journey builds rapport in a way that role-focused questions can't.

"What surprised you most about working here?"

This often yields more honest answers than direct questions about culture. People are more candid about surprises — both positive and negative — than they are when asked directly "how's the culture?"

"What made you decide to join this company?"

The interviewer's own story can reveal a lot. If they talk about mission, growth, or interesting work, those are the company's real selling points. If they mention convenience or a recruiter outreach, the company may not have strong intrinsic pull.

"How has your role evolved since you started?"

This tells you whether people grow within the company. If the interviewer has taken on new responsibilities, changed teams, or been promoted, that's evidence of internal mobility. If their role hasn't changed in years, advancement may be limited.

"What's one thing you wish you'd known before you started?"

This question almost always produces a genuine, useful answer. It shows humility on your part and gives you an insider's perspective that job descriptions never include.

Questions to Avoid

Not all questions are good questions. Some can actively hurt your chances.

Anything easily answered by the company website

If you ask "what does the company do?" you've just told the interviewer you didn't prepare. Research the company beforehand and use your questions to go deeper, not to cover basics.

Questions about salary, vacation, or perks (too early)

Virginia Tech's career advisors recommend saving compensation questions for when you have a formal offer ³. Asking about salary and benefits in the first interview signals that your priorities may be misaligned. Once you have an offer, you're in a position to negotiate — and questions about compensation become expected rather than presumptuous.

"Yes or no" questions

Closed questions get short answers and waste the opportunity. Instead of "Do you have training programs?" ask "Can you tell me about the training and development opportunities available?" Open-ended questions invite richer responses and keep the conversation flowing.

Anything that sounds like an interrogation

Rapid-fire questions without engaging with the answers make the interview feel like a deposition. After each answer, pause. Acknowledge what was said. Ask a follow-up if something interests you. One genuine follow-up is worth more than three prepared questions.

The Follow-Up Question: Your Strongest Tool

Harvard researchers identified four types of questions: introductory, mirror, full-switch, and follow-up. Follow-up questions are the most powerful ¹. They signal active listening and make the other person feel heard — which is the single biggest driver of likability in conversation.

Three templates that work under pressure:

• "You mentioned [X] — how does that affect [Y]?"
• "What led you to [specific word they used]?"
• "Can you tell me more about [specific thing they said]?"

Take notes on specific words the interviewer uses, not just facts. Mirror their vocabulary in your follow-up. This technique — used effectively by skilled interviewers like Oprah Winfrey — makes people feel genuinely heard.

Closing Strong: Ask About Next Steps

Before the interview ends, always ask about the hiring process. Virginia Tech's career team suggests a simple framing: "I've really enjoyed learning more about this opportunity. What are the next steps in the hiring process?" ³

This question serves two purposes. It conveys your interest one final time, and it gives you a timeline. Knowing whether to expect a response in two days or two weeks prevents unnecessary anxiety and helps you plan your follow-up strategy.

The Bottom Line

The questions you ask at the end of an interview are not an afterthought — they're a strategic opportunity. They demonstrate your preparation, your curiosity, and your fit for the role. They give you information to evaluate whether the company is right for you. And they leave the interviewer with a lasting impression of someone who is engaged, thoughtful, and genuinely interested.

Prepare more questions than you think you'll need. Weave them into the conversation rather than saving them all for the end. Listen actively and follow up on what you hear. And always, always have something to ask when that moment comes.

The candidates who get hired aren't necessarily the ones with the best answers. Often, they're the ones who asked the best questions.

References:

1. Huang, K., Yeomans, M., Brooks, A. W., Minson, J., & Gino, F. (2017). "It Doesn't Hurt to Ask: Question-Asking Increases Liking." Journal of Personality and Social Psychology, 113(3), 361-381. — https://doi.org/10.1037/pspi0000097
2. Novorésumé. "75+ Job Interview Statistics That Will Help You Get Hired in 2026." — https://novoresume.com/career-blog/job-interview-statistics
3. Hoffman, A. K. (2025). "Questions to Ask at the End of the Interview to Make You Shine." Virginia Tech News. — https://news.vt.edu/articles/2025/01/cm-questionstoaskinterviewers.html
4. Gallup. "Employee Engagement: What's Expected at Work." Based on Gallup's Q12 research covering 2.7+ million workers. — https://www.gallup.com/workplace/
5. Google. "Project Aristotle: The Five Keys to a Successful Team." — https://rework.withgoogle.com/print/guides/5720484589012992/