Home / Must-Nail Questions / Do You Have Any Questions For Us?

Do you have any questions for us?

Must-Nail

⚡ In a Hurry? Quick Answer

ALWAYS say yes and have 3-5 questions ready. Ask about team dynamics, success metrics, challenges, or growth. Avoid questions about pay/benefits or things on their website. This tests your engagement and shows you're evaluating them too.

💡 The Recruiter's Mind

Saying "No, I don't have any questions" is a huge red flag. It signals disinterest, lack of preparation, or that you're desperate enough to take anything. They want to see: Are you genuinely curious? Did you research us? Are you thinking critically about fit? Can you ask intelligent questions? Your questions reveal what you value and how you think.

Types of Questions to Ask

Prepare questions in these strategic categories:

  • Role-specific: Clarify expectations, daily responsibilities, success metrics
  • Team dynamics: Understand who you'll work with and reporting structure
  • Company direction: Show interest in strategy, goals, and challenges
  • Growth opportunities: Demonstrate ambition and long-term thinking
  • Culture and values: Assess if the environment matches your working style

Excellent Questions to Ask

About the Role & Team

  • "What does success look like in this role after 6 months and after a year?"
  • "What are the biggest challenges someone in this position would face in the first 90 days?"
  • "Can you walk me through a typical day or week in this role?"
  • "What happened to the last person in this role? Did they get promoted, leave, or was this newly created?"
  • "How does this role collaborate with other departments?"
  • "What's the team structure, and who would I be working most closely with?"
  • "What's your management style, and how do you prefer to communicate with your team?"
  • "What do you wish you had known when you started in your role here?"

About Company Culture & Growth

  • "How would you describe the company culture in three words?"
  • "What do you like most about working here? What's been most challenging?"
  • "How does the company support professional development and continued learning?"
  • "What does career progression typically look like for someone in this role?"
  • "How has the company changed since you joined, and where do you see it heading?"
  • "Can you give me an example of how the company has lived up to its stated values recently?"
  • "How does the company handle work-life balance, especially during busy periods?"
  • "What's something the company is working to improve right now?"

About Strategy & Future

  • "What are the company's top priorities for the next 12 months?"
  • "What differentiates this company from competitors in the market?"
  • "How is the company adapting to [relevant industry trend or challenge]?"
  • "What's the biggest opportunity you see for the company right now?"
  • "How does this role contribute to the company's larger strategic goals?"
  • "What keeps you up at night about the business?"
  • "How has the company navigated recent challenges in [relevant market/industry]?"

Smart Follow-Up Questions

  • "You mentioned [something from the interview]—can you tell me more about that?"
  • "Earlier you said the team is working on [project]. What's the timeline for that?"
  • "I'm curious about [company initiative you researched]. How is that progressing?"
  • "What's the next step in the interview process, and when can I expect to hear back?"
  • "Is there anything about my background or experience that gives you concern about my fit for this role?"
  • "Based on our conversation today, what would you need to see from me to move forward?"

🚫 Questions to Avoid

  • Questions answered on their website or in the job posting (shows you didn't prepare)
  • Salary and benefits questions in early rounds (save for offer stage, unless they bring it up)
  • "What does your company do?" (Complete lack of research)
  • Questions focused only on what you'll get: "How much vacation time?" "Can I work from home?"
  • Negative questions: "What's your turnover rate?" "Why is this role open—did someone get fired?"
  • Questions that reveal you weren't listening: Asking something they already explained
  • Overly personal questions: "Are you hiring because you're pregnant?" "How old are most employees?"
  • Questions about job security right away: "How often do layoffs happen?"
  • Anything that sounds entitled: "When will I get promoted?" "How quickly can I move to a different department?"

Tailoring Questions by Interview Round

Ask different questions depending on who you're talking to:

Phone Screen/Recruiter

  • Clarifying questions about the role, team size, reporting structure
  • Timeline for hiring and next steps
  • General company culture questions
  • Typical career path for this role

Hiring Manager

  • Detailed questions about expectations and success metrics
  • Team dynamics and collaboration style
  • Biggest challenges and priorities
  • Management style and communication preferences
  • Strategic questions about department goals

Potential Peers/Team Members

  • Day-to-day work experience questions
  • Team culture and collaboration
  • Honest feedback about working there
  • What they wish they'd known before joining
  • How decisions are made on the team

Senior Leadership/Executives

  • Company vision and strategy
  • Market positioning and competitive advantages
  • Long-term goals and challenges
  • How this role fits into larger objectives
  • Industry trends and company adaptation

How Many Questions to Ask

  • Prepare 5-7 questions: Some will get answered during the interview
  • Ask 2-4 questions: Depending on time remaining and conversation flow
  • Read the room: If time is short, ask your top 1-2 priority questions
  • Don't force it: If the conversation was thorough and you're truly satisfied, it's okay to say "We covered a lot, and you've answered most of my questions. The one thing I'm still curious about is..."

Pro Tips for Asking Questions

  • Write them down: Keep your questions visible during the interview; it shows preparation
  • Prioritize your list: Put your most important questions first in case you run out of time
  • Reference your research: "I saw on your website that... can you tell me more?"
  • Make it conversational: You're having a dialogue, not conducting an interrogation
  • Take notes on answers: Shows you're engaged and serious about the opportunity
  • Cross off questions as they're answered: During the interview, mark off questions that get addressed naturally
  • Listen actively: Their answers might spark follow-up questions
  • End strong: Your last question should reinforce your interest: "What are the next steps?"

Questions That Show Strategic Thinking

These questions demonstrate you think beyond the day-to-day:

  • "If you could wave a magic wand and change one thing about the team or department, what would it be?"
  • "How does this role evolve as the company scales?"
  • "What metrics does the company use to measure success at both the team and organizational level?"
  • "Can you describe a recent project where the team had to adapt or pivot? How was that handled?"
  • "What skills or qualities do your most successful employees have in common?"
  • "How does the company balance innovation with execution?"
  • "What's the most exciting project or initiative on the horizon that this role would be involved in?"

What If They Already Answered Everything?

If you feel your questions have been covered, try:

"You've been thorough in covering most of my questions throughout our conversation. I'd love to hear more about [one specific thing they mentioned]. And I'm definitely interested in understanding the next steps in the process."

Or ask a reflective question:

"Based on what we've discussed today, is there any area of my background or experience you'd like me to expand on or clarify?"

← Previous Question Back to All Questions