A list of good questions to ask in an interview

We ask questions in interviews to understand what we're getting into: whether the company fits us, whether the role matches our skills, whether the environment will let us thrive. That's the baseline of questioning, necessary but not enough.

As I explore in The art of asking good questions, every question you ask shapes the impression you leave, as much as your answers. They reveal your critical thinking, your curiosity, your ability to understand, listen and challenge.

The paradox: the more your questions feel personal and authentic, a reflection of YOUR concerns, the more they set you apart. Generic questions ("What are the growth opportunities?") blend you into the crowd. A good question arises spontaneously from the exchange, specific to the company, the role and your interviewer.

But between the ideal and the reality of an interview, there's stress, pressure, the mental blank. So here's a list of back-up questions: a bit generic, but solid when inspiration runs dry. I've kept only those that trigger a somewhat authentic answer, actually give you information, and are neither too bland nor too aggressive.

Questions for the recruiter (screening / HR)

• Is this a new role or a replacement? If a replacement, what didn't work with the previous person?
• What would make someone a great candidate for this role?
• In your view, what are the 3 most important qualities to succeed here?
• How would you describe the company's main strengths?
• What do you most enjoy about working here?
• Could you tell me about growth prospects and training initiatives?
• Among the technically strong candidates who went all the way but didn't get an offer, what made the difference? In other words, beyond the technical, what matters most?
• If you had one main piece of advice to help me succeed in your interviews, what would it be?

Questions for the direct manager

• What would my priority objectives be in the first 30, 60 and 90 days?
• What does a typical week usually look like?
• What immediate projects would I be working on?
• What are the biggest challenges facing this role and the team?
• What rituals and processes does the team use to communicate and collaborate?
• What separates those who are good from those who are excellent on the team?
• Can you tell me more about the team culture? Your guiding principles, your philosophy?
• Personally, what do you most enjoy about the team or the company?

Questions for peers and the team

• What does a typical day look like?
• Are there tasks you do (and I'd do) that aren't on the job description?
• What tools and technologies do you use day to day?
• What do you most enjoy about your work here?
• Can you tell me about one of the team's top performers, and why they're good?
• What do you and the team not have time to do, but that could be a game changer for your productivity?
• What's the philosophy on learning and knowledge sharing?
• Can you tell me more about [the manager's name]? What's their management style?

Questions for leadership or founders

• What are the company's current strategic priorities?
• How are you positioned against your main competitors?
• Which competitor do you most admire or watch?
• What makes you most proud of this company?
• Which qualities do you value most internally?

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One last thing: build these questions from your company research. The best back-up questions are the ones you personalize with a concrete detail you spotted beforehand.

FAQ

Should I prepare my questions in advance or let them come?

Both. The best question bounces spontaneously off the exchange, but keeping a few prepared back-ups avoids the mental blank. Prepare themes, not a script to recite.

Which questions for the HR recruiter versus the manager?

For the recruiter: what makes a good candidate, the company's strengths, growth prospects. For the manager: the 30-60-90 day objectives, the team's challenges, what separates the good from the excellent.

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

Two to three is enough, ideally personalized from your company research. Quality and relevance matter far more than quantity.