Peer to peer interview questions almost always come up when you meet the colleagues you will actually work beside. Unlike manager-led interviews, these conversations focus on teamwork, communication, and practical problem-solving. Mastering peer to peer interview questions boosts confidence, shows you can mesh with the team, and proves you’re ready to add value on day one. Verve AI’s Interview Copilot is your smartest prep partner—offering mock interviews tailored to real-world roles. Start for free at https://vervecopilot.com.
What are peer to peer interview questions?
Peer to peer interview questions are prompts asked by future teammates rather than hiring managers. Because peers see your day-to-day output, they probe collaboration style, adaptability, conflict resolution, and emotional intelligence. These questions often demand stories that reveal how you handle workloads, support colleagues, and live company values. Preparing thoughtfully positions you as a trusted partner who will elevate team results.
Why do interviewers ask peer to peer interview questions?
Companies rely on peer to peer interview questions to assess cultural fit, practical skills, and the ability to learn from equals. Peers need to know you communicate clearly, receive feedback well, and can be counted on when deadlines loom. As Warren Bennis said, “Leadership is the capacity to translate vision into reality.” Your answers translate your promise into reality for coworkers deciding whether they want you on their side.
Preview of the Top 30 peer to peer interview questions
Tell me about yourself.
Why did you apply for this position?
What new skills did you learn in your previous job?
What was the most exciting aspect of working in your last job?
How do you motivate your teammates to increase their productivity?
Where do you stand while working in a team?
Describe a situation where you were highly stressed. How did you handle it?
Can you share an example of a complex problem you’ve identified and resolved?
How do you deal with conflicts in the workplace?
Tell me about a conflict you needed to resolve with a coworker. How did you approach the situation, and what was the outcome?
How do you adapt to changes in the workplace or industry trends?
Tell me about when you identified a hidden problem that others missed. What did you do?
Can you share an example of when you went out of your way to help a struggling teammate?
How would you address the situation if a coworker was consistently late or unprepared?
How do you encourage ongoing learning and professional development within the team?
What do you do when you encounter a skill gap in your team?
How do you provide constructive feedback to a colleague?
Can you describe a situation where you had to communicate complex information to a non-technical colleague? How did you approach it?
What are your ideal traits for a coworker?
What words would you use to describe the ideal employee?
How did you add value to the team in your last organization?
How did you support your new teammate in the organization?
How do you recognize and manage your own emotions, particularly under stress?
How do you build rapport with people from different backgrounds or cultures?
What, according to you, is the most important quality an employee should have?
What skills are you currently developing, and how do you plan to apply them in this role?
Can you describe a situation where you had to adapt to unexpected changes? How did you handle it?
How do you handle failure or setbacks in the workplace?
How do you maintain ethical standards in the workplace?
Can you share a situation where you stood up for what you believed in, even if it was difficult?
Below you’ll find deep-dive guidance for every one of these peer to peer interview questions. You’ve seen the top questions—now it’s time to practice them live. Verve AI gives you instant coaching based on real company formats. Start free: https://vervecopilot.com.
1. Tell me about yourself.
Why you might get asked this:
Peers ask this classic opener to gauge how you summarize your experience, highlight relevant achievements, and set the tone for a collaborative conversation. In peer to peer interview questions, your answer shows whether you can connect personal history to team goals, communicate crisply, and display self-awareness without sounding rehearsed or boastful. They also listen for mutual touchpoints—tools, industries, or values—that signal you’ll integrate quickly and contribute to shared outcomes from day one.
How to answer:
Craft a brief storyline with three beats: present role, key past wins, and future fit. Start with your current position and core responsibilities. Then spotlight 1-2 accomplishments that showcase collaboration and problem-solving. Wrap by linking those experiences to how you’ll support this specific team. Keep jargon light, frame points in terms of impact, and sprinkle in enthusiasm to show cultural alignment. Aim for 60–90 seconds so peers can ask follow-ups.
Example answer:
“I’m currently a software engineer at FinTechCo where I design customer-facing APIs and mentor two junior devs. Over the last three years I’ve led releases that cut onboarding time by 40 % and earned our squad a company innovation award. Before that, I worked in healthcare analytics, so translating complex rules into user-friendly code is in my DNA. I’m excited about this opening because your team’s focus on scalable micro-services mirrors the projects I thrive on. I’d love to bring that cross-domain mindset here, learn from new teammates, and together push features that delight users while strengthening internal standards.”
2. Why did you apply for this position?
Why you might get asked this:
Peers want to understand your genuine motivation. In peer to peer interview questions, this gauges whether you did your homework, see tangible growth paths, and envision how your strengths advance team objectives. An authentic answer reassures coworkers you’re not just chasing a paycheck but are passionate about their mission, tech stack, or culture—making collaboration smoother and retention likelier.
How to answer:
Blend company knowledge with personal drive. Reference a specific project, value, or metric that attracts you. Then connect your past accomplishments to upcoming challenges the team faces. Conclude with a forward-looking statement showing eagerness to learn from peers while adding immediate value. Avoid generic praise; specificity signals sincerity.
Example answer:
“I applied because your recent pivot to a mobile-first platform lines up perfectly with what I’ve loved doing for the past two years—optimizing iOS performance and mentoring designers on responsive UX. Reading your engineering blog about reducing load times by 30 % told me speed and user happiness are priorities I share. Joining means I can contribute battle-tested Swift skills while expanding into Kotlin alongside a team known for knowledge-sharing. That mix of give and grow is exactly what I’m after.”
3. What new skills did you learn in your previous job?
Why you might get asked this:
This peer to peer interview question uncovers your commitment to continuous learning and whether you proactively upskill to meet evolving team needs. Peers evaluate how you identify skill gaps, secure resources, and translate new abilities into real impact. They’re also assessing adaptability—a critical trait in fast-moving workstreams.
How to answer:
Highlight one or two concrete skills, explain why they mattered, and show measurable results. Mention the learning method—course, mentorship, self-study—and how you shared knowledge with teammates. Focus on relevance to the target role: tooling, methodologies, soft skills, or domain insights that will help the new team immediately.
Example answer:
“In my last role I dove deep into Terraform because our infrastructure deployments were inconsistent. I completed a Coursera specialization, paired with our DevOps lead, and within six weeks automated 90 % of staging setups. That cut environment spin-up time from hours to 15 minutes and let developers test features sooner. I documented best practices and ran brown-bag sessions so the whole squad leveled up. That end-to-end learning process—seeing a pain point, acquiring a skill, then sharing it—is something I’d replicate here.”
4. What was the most exciting aspect of working in your last job?
Why you might get asked this:
Peers listen for genuine enthusiasm and alignment with their own work culture. This peer to peer interview question reveals what environments energize you—quick sprints, user feedback loops, cross-functional collaboration—and whether those dynamics exist on their team. They also gauge if you credit colleagues, indicating a collaborative mindset rather than individual glory seeking.
How to answer:
Pick a story that showcases teamwork and impact. Explain why it was exciting, what role you played, and how it benefited customers or the business. Relate the excitement to a similar opportunity in the new role. Keep it positive and appreciative of former teammates to demonstrate professionalism.
Example answer:
“The highlight was leading a hack-week project where we built a real-time language-selection widget. Our tiny cross-functional trio went from idea to production in five days and saw a 12 % lift in international checkout conversions. The adrenaline of rapid prototyping, tight feedback loops, and shared ownership lit me up. I know your team hosts quarterly innovation sprints, and I’d jump at the chance to bring that same energy and cross-skill collaboration here.”
5. How do you motivate your teammates to increase their productivity?
Why you might get asked this:
Motivation touches morale, deadlines, and quality. Peers use this peer to peer interview question to see whether you lead through influence, not authority. They want evidence of empathy, recognition tactics, and data-driven approaches that lift collective output without burnout. Your answer signals whether you’ll be a catalyst for positive momentum or a drain on team spirit.
How to answer:
Discuss specific techniques: setting shared goals, public kudos, pairing sessions, or removing blockers. Illustrate with an example where productivity rose measurably. Emphasize listening first—understanding what each person values—then tailoring motivation. Mention tools or ceremonies (stand-ups, retros) you leveraged.
Example answer:
“When a previous product launch lagged, I initiated weekly micro-goals co-created by the squad, visualized on a simple Trello board. I paired quieter engineers with design leads to spark fresh ideas and celebrated small wins every Friday. Seeing tasks move visually and feeling recognized boosted ownership; our story points completed per sprint jumped from 65 to 90 without extra hours. I’ve found that autonomy plus celebration drives sustained productivity.”
6. Where do you stand while working in a team?
Why you might get asked this:
Peers need clarity on your typical role—leader, facilitator, specialist—and flexibility. This peer to peer interview question uncovers self-awareness and adaptability. Teams thrive when members step up or support as projects demand; rigidity breeds friction. They also gauge ego—do you insist on leading, or can you contribute humbly?
How to answer:
Describe your default strengths, then stress adaptability. Provide an anecdote showing you leading at times and supporting elsewhere. Emphasize communication and alignment with team objectives over personal preference. Reassure that you value the project’s success more than title.
Example answer:
“I naturally gravitate toward the facilitator role—connecting dots between disciplines and keeping discussions focused—but I’m equally comfortable being the heads-down coder when a feature needs deep focus. In our last release I led backlog grooming, yet during crunch I took on QA automation to unblock others. For me, the right ‘stand’ is whatever pushes the team toward its sprint goal efficiently and harmoniously.”
7. Describe a situation where you were highly stressed. How did you handle it?
Why you might get asked this:
High-pressure moments test composure and judgment. Peers ask this peer to peer interview question to see if you stay constructive, communicate transparently, and protect team wellbeing rather than spread panic. They want proof you can prioritize, seek help appropriately, and emerge with lessons that strengthen future performance.
How to answer:
Detail context, stakes, and time pressures. Outline steps: triage tasks, delegate, loop in stakeholders, self-care tactics. Share outcome and reflection. Keep tone positive, focusing on solutions not just stress. Mention tools like time-boxing or mindfulness if relevant.
Example answer:
“Two days before a major demo our payment gateway partner changed an API version. Initial tests failed, and stress levels spiked. I called a 15-minute huddle, listed critical paths, and divided fixes by expertise. While engineers coded, I updated sales on new timelines to manage expectations. Deep breathing between tasks kept my head clear. We shipped a working demo 24 hours later and postmortem’d improvements. The incident taught me proactive vendor monitoring and the power of calm, precise communication.”
8. Can you share an example of a complex problem you’ve identified and resolved?
Why you might get asked this:
Problem-finding equals problem-solving. Through this peer to peer interview question, coworkers learn if you spot root causes others miss, employ systematic analysis, and rally resources to fix them. It showcases critical thinking and initiative—qualities that elevate team performance.
How to answer:
Choose a technical or process issue with quantifiable impact. Describe symptoms, investigation steps, solution, and results. Mention collaboration—who you involved, how you communicated updates. Tie learning to how you’ll tackle future complexities on their team.
Example answer:
“Our conversion funnel showed unexplained drop-offs after log-in. I mined session logs, noticed inconsistent cookie settings, and traced them to a recent CDN rule change. Partnering with ops, we patched the config, restoring a 6 % daily revenue dip. I documented the detective steps and set alerts so anomalies surface sooner. I enjoy diving into such tangled puzzles and sharing the knowledge so the whole squad benefits.”
9. How do you deal with conflicts in the workplace?
Why you might get asked this:
Conflict is inevitable. Peers need assurance you navigate it constructively—protecting relationships and timelines. This peer to peer interview question evaluates listening skills, emotional regulation, and the ability to seek win-wins without escalating unnecessarily.
How to answer:
Outline a calm, step-wise approach: listen, empathize, define common goals, brainstorm solutions, agree on action, follow up. Illustrate with a real conflict resolved amicably. Stress respect and transparency. Mention how you decide if escalation is needed.
Example answer:
“When two developers clashed over tech stack choices, I scheduled a neutral brainstorming session. We mapped pros and cons against project goals, discovered both were viable for different modules, and split ownership accordingly. Keeping focus on shared outcomes dissolved tension. Checking in later ensured the compromise held. I believe conflicts are just misaligned goals or data, and structured dialogue realigns them.”
10. Tell me about a conflict you needed to resolve with a coworker. How did you approach the situation, and what was the outcome?
Why you might get asked this:
Specifics test authenticity. Peers want evidence you can apply conflict principles with real humans. This peer to peer interview question digs into your communication style, emotional intelligence, and ability to preserve trust.
How to answer:
Share a concise narrative: issue, your actions, resolution, and takeaway. Highlight empathy—understanding their perspective—plus concrete steps like 1-on-1 conversation, data presentation, or compromise. Conclude with positive outcome for both.
Example answer:
“A designer and I disagreed on deadline feasibility. Instead of venting in Slack, I invited her for coffee, listened to constraints, and found user-testing windows were flexible. By adjusting sequencing, we met both design depth and timeline. The feature launched on schedule, and our relationship strengthened because we addressed tension early and collaboratively.”
11. How do you adapt to changes in the workplace or industry trends?
Why you might get asked this:
Industries evolve fast. Peers rely on teammates who embrace—not resist—change. This peer to peer interview question measures curiosity, learning attitude, and speed at applying new knowledge to keep the team competitive.
How to answer:
Describe scanning methods—newsletters, conferences, internal guilds—then show how you test and integrate trends. Provide an example where adapting early saved effort or unlocked value. Emphasize sharing insights with colleagues to raise collective agility.
Example answer:
“When serverless gained traction, I built a small proof-of-concept during hack-time, benchmarked costs, and presented findings. The team adopted AWS Lambda for non-critical triggers, saving 20 % on infrastructure. I stay updated via TechCrunch, peer Slack channels, and webinars, and I’m quick to validate hype versus fit so we evolve wisely.”
12. Tell me about when you identified a hidden problem that others missed. What did you do?
Why you might get asked this:
Peers look for proactive risk mitigation. This peer to peer interview question examines detail orientation and courage to speak up. They need teammates who raise red flags early, protecting deliverables and reputations.
How to answer:
Set context, explain how you noticed anomaly, actions taken, and results. Highlight communication—how you presented evidence without blame. End with prevention measures.
Example answer:
“During QA I noticed sporadic null pointer crashes in edge logs, though tests passed. Digging deeper, I realized a race condition under low-memory phones. I demoed the issue to the team, proposed a mutex-based fix, and we patched before release, avoiding potential app-store backlash. Documenting the case added a new checklist item to our pipeline.”
13. Can you share an example of when you went out of your way to help a struggling teammate?
Why you might get asked this:
Collaboration thrives on generosity. Through this peer to peer interview question, coworkers assess empathy and team loyalty. They want colleagues who lift others, not just themselves.
How to answer:
Narrate a time you noticed struggle, offered help, and saw performance improve. Emphasize respect—asked permission, didn’t take over. Quantify impact if possible.
Example answer:
“A junior dev was overwhelmed by CI failures. After hours, I walked her through pipeline logs, drew a flowchart, and curated docs. Within a week she owned the process and later trained interns. The extra evening invested paid off in smoother builds and a more confident teammate.”
14. How would you address the situation if a coworker was consistently late or unprepared?
Why you might get asked this:
Reliability affects everyone. Peers use this peer to peer interview question to evaluate your willingness to tackle uncomfortable issues diplomatically before escalating.
How to answer:
State you’d gather facts, speak privately, express impact, listen to reasons, propose support (reminders, resource sharing), and set follow-up. Escalate only if patterns persist. Emphasize empathy and team accountability.
Example answer:
“I’d invite them for a quick chat, signal that their insights are valuable but missed when late, and ask if anything is blocking them. In the past, offering calendar nudges and redistributing agenda pre-reads fixed the issue. If delays continued, I’d loop in a lead to find systemic solutions.”
15. How do you encourage ongoing learning and professional development within the team?
Why you might get asked this:
Continuous improvement fuels innovation. This peer to peer interview question checks whether you foster a growth culture beyond your own progress.
How to answer:
Discuss knowledge-sharing rituals—lunch-and-learns, book clubs, mentorship circles—plus budget advocacy for courses. Provide example of organizing or leading such initiatives and resulting skill uptake.
Example answer:
“I ran monthly ‘Tech Byte’ sessions where anyone demoed a new tool in 15 minutes. Participation soared from 4 to 20 people, and two POCs moved to production, shaving compute costs 10 %. I’d love to bring similar lightweight, peer-driven learning here.”
16. What do you do when you encounter a skill gap in your team?
Why you might get asked this:
Skill gaps can stall delivery. Peers evaluate your resourcefulness and collaborative mindset in bridging them quickly.
How to answer:
Explain triaging impact, assigning mentors, seeking training, or hiring contractors. Show proactive planning rather than panic. Give a story where your approach closed a gap.
Example answer:
“We lacked accessibility expertise, risking compliance. I found a W3C workshop, secured budget, and paired an engineer with our UX designer to apply guidelines. Within a sprint, we achieved AA compliance, and the pair became internal champions, conducting audits quarterly.”
17. How do you provide constructive feedback to a colleague?
Why you might get asked this:
Healthy teams exchange feedback seamlessly. This peer to peer interview question uncovers tact, specificity, and follow-through.
How to answer:
Use the SBI (Situation-Behavior-Impact) model, deliver privately, focus on behavior, suggest improvement, and offer help. Share a success story.
Example answer:
“I once noticed code reviews from a teammate were terse, leaving others confused. In a 1-on-1 I cited a specific PR, described how brevity slowed fixes, and suggested adding rationale lines. I offered to share my review template. She adopted it, and review cycles shortened by 25 %.”
18. Can you describe a situation where you had to communicate complex information to a non-technical colleague? How did you approach it?
Why you might get asked this:
Cross-functional clarity is vital. This peer to peer interview question tests your ability to adjust language and ensure understanding across roles.
How to answer:
Mention simplification techniques—analogies, visuals, stories—plus feedback loops like asking them to paraphrase. Provide measurable outcome.
Example answer:
“To explain our caching strategy to marketing, I compared it to stocking popular items at a front-of-store display. I sketched a simple flow and invited questions. Their grasp improved launch planning, reducing last-minute content changes by 40 %.”
19. What are your ideal traits for a coworker?
Why you might get asked this:
Peering into your expectations reveals culture fit. Peers use this peer to peer interview question to see if your ideal coworker aligns with their reality.
How to answer:
List 2-3 traits—open communication, curiosity, dependability—then explain why each matters for team success. Keep tone inclusive.
Example answer:
“I value teammates who communicate candidly, stay curious, and honor commitments. Clear dialogue prevents misunderstandings; curiosity drives innovation; reliability builds trust. Those qualities create a space where everyone can do their best work.”
20. What words would you use to describe the ideal employee?
Why you might get asked this:
Similar to the previous, but looking for self-reflection. Peer to peer interview questions like this underscore values alignment.
How to answer:
Choose descriptive words and justify them with scenario-based reasoning.
Example answer:
“Adaptable, accountable, and empathetic. Adaptable employees pivot with market shifts; accountable ones own results and mistakes; empathetic individuals sense team morale and customer needs, leading to better solutions.”
21. How did you add value to the team in your last organization?
Why you might get asked this:
Peers want tangible proof of impact. This peer to peer interview question seeks metrics and collaboration stories.
How to answer:
Specify project, role, action, and quantifiable results. Show ripple effects on teamwork.
Example answer:
“I introduced feature-flagging, which cut release rollback time from hours to seconds. Beyond uptime gains, it let designers AB-test ideas safely, fostering a data-driven culture and upping experiment velocity by 30 %.”
22. How did you support your new teammate in the organization?
Why you might get asked this:
Onboarding empathy predicts future mentorship. Peers need allies who welcome newcomers.
How to answer:
Describe structured onboarding—buddy system, documentation, informal check-ins—and benefits.
Example answer:
“I built a Notion guide mapping micro-service owners and typical pitfalls. Pairing twice weekly, I reviewed their first pull requests, accelerating ramp-up; they closed independent tickets two weeks earlier than average.”
23. How do you recognize and manage your own emotions, particularly under stress?
Why you might get asked this:
Emotional regulation affects team harmony. Peer to peer interview questions evaluate self-awareness.
How to answer:
Discuss signals (heart rate, tone), coping tools (journaling, breath work), reflection loops, and sharing context with peers.
Example answer:
“When I feel stress spikes—tight shoulders, terse replies—I pause for a five-breath reset, jot down priority lists, and communicate capacity transparently. This keeps interactions respectful and solutions focused.”
24. How do you build rapport with people from different backgrounds or cultures?
Why you might get asked this:
Diverse teams win, but only if inclusive. This peer to peer interview question checks cultural intelligence.
How to answer:
Highlight curiosity, active listening, adaptation of communication styles, and celebrating differences through rituals or shared learning.
Example answer:
“Working with a remote team in Japan, I learned basic greetings, adjusted meeting times to their mornings, and used slides with minimal text. Acknowledging their holidays and sharing ours built mutual respect, reflected in smoother collaboration and faster approvals.”
25. What, according to you, is the most important quality an employee should have?
Why you might get asked this:
This peer to peer interview question reveals core values. Peers assess alignment with team ethos.
How to answer:
State quality—e.g., adaptability—and support with rationale and example.
Example answer:
“I’d choose adaptability. Tools, markets, and customer needs shift constantly. The colleague who pivots gracefully keeps projects on track and inspires others to do the same, as I saw during our pandemic switch to remote workflows without productivity loss.”
26. What skills are you currently developing, and how do you plan to apply them in this role?
Why you might get asked this:
Continuous growth mindset matters. Peers want to see ambition aligned with team benefits.
How to answer:
Name skill, learning method, progress, and application to role challenges.
Example answer:
“I’m diving into data storytelling—enrolling in a Tableau course and practicing dashboards. Your team’s OKR reviews could benefit from clearer visual insights; I plan to translate raw metrics into interactive stories that guide strategic decisions.”
27. Can you describe a situation where you had to adapt to unexpected changes? How did you handle it?
Why you might get asked this:
Real-world agility reveals true resilience. Peer to peer interview questions probe your response loop.
How to answer:
Share scenario, pivot actions, communication strategy, and results. Emphasize calm decision-making.
Example answer:
“When a client cut scope mid-sprint, I re-prioritized backlog with product, updated release notes, and briefed the team. By focusing on highest-value features, we still delivered a slimmed yet usable MVP on time, securing renewal.”
28. How do you handle failure or setbacks in the workplace?
Why you might get asked this:
Peers need teammates who own mistakes and rebound. This peer to peer interview question checks accountability and learning orientation.
How to answer:
Describe failure, immediate response, retrospective, and systemic fixes preventing repeat.
Example answer:
“I once merged a config that crashed staging. I rolled back within minutes, posted a timeline in Slack, and added a CI check for the parameter. Sharing the lesson openly fostered a blameless culture and higher test coverage.”
29. How do you maintain ethical standards in the workplace?
Why you might get asked this:
Integrity underpins trust. Peers want assurance you won’t compromise ethics for speed.
How to answer:
Reference policies, personal principles, and example of upholding ethics despite pressure.
Example answer:
“When asked to reuse customer data beyond consent, I flagged legal concerns, proposed anonymization, and delayed launch until compliance cleared. Protecting user trust mattered more than hitting the sprint deadline, and leadership appreciated the prudence.”
30. Can you share a situation where you stood up for what you believed in, even if it was difficult?
Why you might get asked this:
Courage signals leadership potential. This peer to peer interview question gauges conviction and diplomacy.
How to answer:
Tell a story: belief, opposition, actions, and impact. Stress respectful advocacy and positive outcome.
Example answer:
“During layoffs, management considered axing the internship program. I argued its ROI with data on conversion rates to full-time hires and volunteered to streamline mentoring. They reversed the cut, and two interns later became star engineers. Standing up respectfully preserved a talent pipeline and boosted morale.”
Other tips to prepare for a peer to peer interview questions
Record mock sessions with a friend or Verve AI Interview Copilot to refine storytelling pace.
Map STAR (Situation-Task-Action-Result) outlines for each peer to peer interview question so examples flow naturally.
Review job-specific jargon so you sound fluent yet accessible to non-experts.
Practice active listening—repeat questions in your own words before answering.
Arrive with thoughtful questions for peers about workflows, culture, and success metrics; curiosity demonstrates partnership.
Thousands of job seekers use Verve AI to land their dream roles. With role-specific mock interviews, resume help, and smart coaching, your peer to peer interview questions just got easier. Start now for free at https://vervecopilot.com.
Frequently Asked Questions
Q1. How are peer to peer interview questions different from manager interviews?
Peer questions focus on day-to-day collaboration, while managers emphasize strategic fit and long-term performance metrics.
Q2. How long should my answers be?
Aim for 60–90 seconds, offering enough detail without monologuing.
Q3. Can I ask my own questions during a peer interview?
Absolutely—asking about workflows, tooling, or team rituals shows engagement and helps you evaluate fit.
Q4. What if I don’t have a direct example for a question?
Use analogous experiences from school, volunteer work, or personal projects, linking transferable skills clearly.
Q5. Should I bring up salary with peers?
Save compensation discussions for HR or hiring managers; keep peer conversations focused on collaboration and culture.
