What Questions Do You Have for Us?
3 Min Read
What Questions Do You Have for Us?
The answer to this question should never be “I don’t have any.”
Believe it or not, I’ve sat through many interviews—at all levels—where candidates have said exactly that.
This is your chance. Your opportunity to interview the people interviewing you. Don’t let it slip away. Asking questions is one of the best ways to learn more about the organization—and to decide whether it’s a place you actually want to work.
I like to tell people that, despite popular opinion, you are interviewing them just as much as they are interviewing you.
Even if you’ve had a long day of interviews and feel like every question has been answered, you still have at least a couple worth asking. It’s okay to repeat questions with new people—it’s actually a beneficial strategy. You’ll get to see how consistent their responses are. Are they aligned on culture and values? Or are you hearing something different from each person?
Having sat through many interviews as the interviewer here are three things I hope you consider when you get the chance to ask your own questions:
Ask questions that give you clues about what’s next.
This could mean asking about things that will help you in later rounds. The goal is to use their responses to better prepare for future interviews.
Example:
“What are you hoping to learn about candidates in the next stage that you may not have been able to cover today?”
Engage everyone in the room.
If there are multiple interviewers and time allows, ask each of them something. It never feels great to spend time in an interview and not be part of the conversation. Plus, most people enjoy talking about what they do—especially in a healthy workplace.
You can even personalize it:
Example:
“Your office seems to collaborate closely with this role—how do you see that partnership working day to day?”
Skip the throwaway questions.
Don’t use this precious time to ask something you could easily Google. And definitely avoid filler questions like:
“What’s your favorite thing to do in [insert town]?”
“What’s a typical day like?”
Instead, ask questions that show curiosity and critical thinking.
Try these:
“What’s one area of company culture you’re working to strengthen—something the person in this role could contribute to right away?”
“What are the biggest priorities for this role in the first six months, and how will success be measured?”
One last thought from a coaching perspective: bring a list of questions, but don’t be tied to it. Listen closely, take notes, and lean into your curiosity. Sometimes the best questions come from being present and following the thread of something they’ve said. And don’t be afraid to share something in relation to their response—showcase a skill or experience that demonstrates what they just said.
Not asking thoughtful questions can say more than any of your answers did. So take this part seriously—it’s your chance to show genuine interest, gather real insight, and decide if this is a place where you can thrive.
Steve