Interviews are a two-way conversation. Asking the right questions to ask an interviewer does more than fill silence — it signals curiosity, uncovers real expectations, and helps you decide whether the role is worth pursuing. This guide shows how to prepare, deliver, and adapt powerful questions to ask an interviewer, with 40+ ready-to-use examples, practical rationale, and research-backed tips you can use in job interviews, sales calls, or college admissions conversations.

Why do questions to ask an interviewer matter

Asking thoughtful questions to ask an interviewer signals engagement and differentiates you from candidates who treat interviews as one-way tests. Research and career experts emphasize that smart questions reveal preparation, probe the realities behind job descriptions, and help surface challenges or cultural fit issues that aren’t publicly documented Source: Societe Generale tips and The Muse. Harvard Business Review recommends framing questions that show strategic thinking and curiosity rather than repeating facts you could have found easily online Source: HBR.

• Reveals the real priorities and pain points of the role

• Shows hiring managers you’re evaluating fit, not just getting hired

• Helps you avoid accepting a mismatched job that leads to early dissatisfaction

• Gives content for strong follow-up and negotiation

• Why this matters in practice:

What questions to ask an interviewer about the role and responsibilities

Focus here on daily realities, short-term expectations, and measurable outcomes. These questions help you determine whether your skills map to what the company urgently needs.

• What are the biggest challenges someone in this role will face in the first six months?

• What metrics define success in the first 90 days?

• How might the responsibilities change over the next 6–12 months?

• What does a typical day or week look like for this role?

• Which project would I work on first if I joined today?

• How do you prioritize tasks when multiple stakeholders have competing needs?

• What skills or experience are you hoping a new hire will bring immediately?

• How do cross-functional teams interact with this role?

• What decisions would I be empowered to make independently?

• What tools or systems are essential to be productive in this role?

Sample questions to ask an interviewer (role and responsibilities)

• Uncovers concrete expectations and prevents surprises.

• Sheds light on whether the role is strategic or operational.

• Adapts easily for sales: “What client outcomes show this role is delivering value?”

Why ask these questions

(Research-backed advice: prepare role-specific questions after reviewing the job description to avoid repeating points the interviewer already covered [The Muse].)

What questions to ask an interviewer about the team and manager

Team dynamics and management style determine how you’ll work day-to-day. Ask questions to understand collaboration, decision-making, and evaluation.

• How would you describe the team dynamic and closest collaborators?

• What skills is the team currently missing that this role should fill?

• How is performance evaluated for this team?

• How frequently does the team meet and what does typical collaboration look like?

• What’s the manager’s style when it comes to feedback and mentoring?

• Can you give an example of a recent team success and what made it possible?

• How do you handle conflicts or competing priorities within the team?

• What onboarding support does the team provide for new hires?

• Are there opportunities to rotate across teams or projects?

• What do you enjoy most about working with this team?

Sample questions to ask an interviewer (team and manager)

• Gauges whether you’ll get the coaching and autonomy you want.

• Reveals gaps and opportunities you can mention in follow-up notes.

• For college interviews: adapt to “How do students interact with faculty and peers?” [UC Cincinnati unique questions].

Why ask these questions

What questions to ask an interviewer about company culture and future

Culture and strategic direction affect long-term fit. Use questions to assess core values, stability, and the company’s response to industry changes.

• How would you describe the company culture and approach to work-life balance?

• What are the company’s top priorities for the next 12–18 months?

• How does this role support the company’s larger objectives?

• What separates this company from competitors in the market?

• How does leadership communicate changes and strategy to employees?

• What recent decisions show how the company handles setbacks or market shifts?

• What flexibility exists for hybrid or remote work?

• What are common reasons employees leave this company?

• How does the company celebrate success and recognize contributors?

• What DEI initiatives are in place and how are they measured?

Sample questions to ask an interviewer (company culture and goals)

• Helps you evaluate alignment with your values and lifestyle.

• Surfaces specific policies, not just platitudes.

• Good for sales: pivot to “How does your team handle client setbacks?” to learn tolerance for risk and priorities.

Why ask these questions

(Expert tip: avoid asking basic facts you could find on the company site. Focus on insider perspective and specific examples [HBR].)

What questions to ask an interviewer about growth and development

If you want career progress, ask about learning paths, mentorship, and the supports that help people advance.

• What training or mentoring exists after onboarding?

• How does someone typically progress from this role to the next level?

• Can you describe an example of someone who advanced within the organization?

• What learning resources does the company provide for skill-building?

• How often do performance reviews happen and what format do they follow?

• Is stretch work or cross-training encouraged?

• How much budget is allocated for external courses or conferences?

• Do managers support individual development plans?

• What competencies do high-performers develop here?

• What makes someone excel in their career here

Sample questions to ask an interviewer (growth and development)

• Signals ambition and long-term thinking.

• Helps you judge whether the company invests in employee development.

• Use answers to frame expectations before negotiating.

Why ask these questions

How should you adapt questions to sales calls or college interviews

The same principle — mutual evaluation — applies beyond hiring. Tailor your questions to probe goals, fit, and outcomes.

• How does this initiative align with your core business goals?

• What key outcomes define a successful vendor relationship?

• What obstacles have prevented past solutions from working?

Sales call adaptations (questions to ask an interviewer → client-focused)

• What opportunities exist for student-led initiatives?

• How do faculty mentor students beyond classwork?

• What support exists for internships and career exploration?

College interview adaptations (questions to ask an interviewer → admissions-focused)

• In sales, demonstrate value by tying questions to outcomes.

• In college interviews, show initiative and curiosity about the campus ecosystem.

Why adapt

Which questions to avoid asking an interviewer

Some questions can unintentionally signal poor timing or priorities. Avoid asking things you can find easily or that are premature.

• How much does this role pay or when does PTO start (unless the interviewer raises compensation)?

• What does the company do (you can research this beforehand)?

• Questions that sound entitled (e.g., “How soon can I be promoted?” without context).

• Anything overly personal about the interviewer’s background (unless they invite it).

• Leading questions that assume benefits or policies are in place.

Questions to avoid asking an interviewer

• Premature compensation questions can shift the tone away from fit.

• Googleable facts show a lack of preparation.

• Keep discussions of salary or benefits for later-stage conversations or HR.

Why avoid these

(Practical tip: If you must bring up compensation, wait until an offer or when the interviewer opens the topic.)

How can you deliver questions to ask an interviewer effectively

Delivery matters as much as content. Use timing, phrasing, and listening to turn questions into meaningful dialogue.

• Prepare 3–5 prioritized questions to ask an interviewer; pick based on what’s already been covered [Assembly, The Muse].

• Use open-ended phrasing to invite stories: “Can you tell me about…” or “How do you approach…” [HBR].

• Listen actively and ask follow-ups: “You mentioned X — can you elaborate?” Follow-ups show curiosity.

• Weave questions naturally into the conversation rather than firing them off in rapid succession.

• Close by asking about next steps and any concerns about your fit. That demonstrates interest and helps you tailor a closing message.

• Record brief notes after the interview to capture answers you’ll reference later.

Timing and delivery tips

• Bring a list of 10–12 prepared questions, but plan to ask just 3–5 during the interview depending on flow. Reserve others for later rounds or follow-up emails [Prospects, The Muse].

How many questions to bring

How do questions to ask an interviewer help with common interview challenges

Prepared questions address frequent applicant problems: lack of insight, nervousness, seeming unprepared, and difficulty assessing fit.

• Lack of insight into realities: Ask about team gaps and recent priorities to surface unspoken challenges [Societe Generale].

• Nervousness or forgetting questions: Practice aloud and keep a short list; use the last 5 minutes to ask your highest-priority questions.

• Seeming unprepared: Avoid Googleable questions; personalize queries to the role and recent company news [HBR].

• Assessing fit: Ask about values, work-life balance, and examples of success to compare with your preferences.

Common challenges and how targeted questions help

What are sample questions to ask an interviewer you can use right now

Below are 40 curated questions to ask an interviewer grouped by category. Pick the 3–5 that best match the conversation and your priorities.

1. What are the biggest challenges in this role in the first six months?

2. What metrics define success in the first 90 days?

3. Which project would I begin with if hired?

4. How might responsibilities evolve in 6–12 months?

5. What decisions will I own independently?

6. Role responsibilities (pick 1–3)

1. How would you describe the team dynamic?

2. What skills is the team missing that this role should fill?

3. What’s your management style when giving feedback?

4. How is performance evaluated here?

5. How do team members handle conflicts?

6. Team and manager (pick 1–3)

1. How do you define the company culture?

2. What are the company’s top priorities for the next year?

3. How does leadership communicate strategic changes?

4. What differentiates this company from competitors?

5. How does the company respond to setbacks?

6. Company culture and future (pick 1–3)

1. What training or mentoring is offered post-onboarding?

2. What does a typical career path look like here?

3. How often are performance reviews conducted?

4. How does the company support skill-building?

5. What makes someone excel and be promoted here?

6. Growth and development (pick 1–3)

1. What are the next steps in the process?

2. Is there anything in my background that gives you pause?

3. When can I expect to hear feedback?

4. Who should I follow up with if I have more questions?

5. Would you like any additional samples or references?

6. Closing and logistics (always ask one)

1. Can you describe a recent challenge the team overcame?

2. Tell me about someone who succeeded in this role — what did they do differently?

3. How are cross-functional projects handled?

4. How does the team adapt to shifting priorities?

5. What kinds of trade-offs has the team had to make recently?

6. Behavioral and situational probes (for deeper insight)

1. Sales: What client outcomes define a successful engagement?

2. Sales: What obstacles have prevented past vendors from succeeding?

3. College: How do students take leadership on campus projects?

4. College: What internship support exists for students?

5. College: How do faculty mentor student research or initiatives?

6. Adaptations for sales or college (practical pivots)

1. What part of your job do you enjoy most and why?

2. How does the company support work-life balance in practice?

3. How are disagreements handled among leadership?

4. What DEI efforts are underway and how are they measured?

5. Are there employee resource groups or affinity networks I could join?

6. Personal and culture fit (to assess values)

Use these as a modular toolkit. Tailor phrasing and sequence to match the interview tone.

How can Verve AI Copilot help you with questions to ask an interviewer

Verve AI Interview Copilot helps you prepare targeted questions to ask an interviewer by analyzing the job description, company signals, and your background to suggest 10–15 high-impact questions. Verve AI Interview Copilot can simulate mock interviews that incorporate your chosen questions so you practice phrasing and follow-ups. With Verve AI Interview Copilot you can also generate a tailored follow-up note summarizing responses and next steps after the interview. Learn more at https://vervecopilot.com

What are the most common questions about questions to ask an interviewer

Q: How many questions should I ask in an interview
A: Aim for 3–5 during the interview, keep others for follow-up.

Q: When is it OK to ask about salary
A: Wait until an offer stage or when the interviewer brings it up.

Q: Should I ask about remote work during the first interview
A: Only if the role’s location was unclear or remote policy matters to you.

Q: Is it OK to ask the interviewer about their experience
A: Yes — asking “What do you enjoy most here” builds rapport.

(Each pair above is concise and directly addresses common concerns.)

Final checklist: how to prepare your questions to ask an interviewer

• Research: Read the job description, company site, and recent news. Note gaps you want to clarify.

• Prioritize: Choose 3–5 high-impact questions and 7–10 backups.

• Practice: Say your questions aloud and rehearse natural follow-ups.

• Listen: Use answers to pivot to follow-ups and show active engagement.

• Record: Write quick notes after the interview to capture key responses for decisions or negotiations.

• Follow up: Use one or two insightful follow-ups in your thank-you email to reinforce fit.

• Societe Generale interview tips on candidate questions and signaling interest Societe Generale

• The Muse’s list of interview questions to ask and why they matter The Muse

• Harvard Business Review guidance on smart, strategic questions to ask during interviews HBR

• Practical examples for unique questions and college-focused adaptations UC Cincinnati

Useful reading and references

Closing thought
Questions to ask an interviewer are one of the most underrated tools in your interview kit. They help you learn, demonstrate thoughtful fit, and leave a memorable impression. Prepare strategically, listen actively, and use your questions to convert interviews from tests into informed decisions.