Asking good questions during an interview serves two important purposes. First, the questions you ask reveal how you think and what you’re paying attention to, and that can make a big difference in how the recruiter or hiring manager sees you. Second, good questions uncover details about the role that help you determine whether it’s right for you. It’s worth thinking strategically about how to use your limited interview time.

In general, the more targeted your questions, the more valuable the hiring manager’s responses will be. Stay on topic, get to the point quickly without a lot of lead-up, and save questions that aren’t directly relevant to the skill or experience being discussed for the end so the interviewer has time to cover everything on their list.

Use the examples below as prompts to help you think about what you want to learn and how to connect your questions to the specific role, organization, and context. These are a starting point to adapt based on what you’ve researched and what comes up during the interview.

Demonstrating knowledge about the field or functional area shows you understand the job’s context—the environment in which the organization operates and how this role contributes to its goals. That’s why thoroughly researching the organization is such a critical part of interview preparation. Dig through the organization’s website and search for relevant news articles and press releases. Think about how you can apply what you find to this role.

When interviewing for strategic leadership positions, show your understanding of the industry and how external trends could influence strategy.

  • “The shift toward [specific industry trend] seems like it could have significant implications for the organization. How is that shaping priorities over the next few years?”
  • “I’ve been following changes happening around [industry issue]. Where do you see the biggest strategic opportunity or challenge for the organization?”
  • “As [industry issue] continues to evolve, what decisions do you expect this role to help navigate?”
  • “How do you see [issue or trend] affecting the organization over the next few years? What do you see as most important for this role as a result?”

When interviewing for roles focused on individual contributions, show you understand the specifics of the job and ask questions about how the role supports broader organizational goals.

  • “I noticed that you recently launched [specific project or initiative]. Where would this role contribute most directly?”
  • “How have recent changes in [issue related to the organization’s work] affected what the team needs from the person in this role?”
  • “Given [trend or challenge in the functional area], are there aspects of this role that are becoming more important to achieving [specific organizational or team goal]?”
  • “How does [trend or challenge in the functional area] change the way this team approaches [specific aspect of the work]?”

Questions Specific to Newly Created Roles

When interviewing for newly created or redesigned roles, ask why the organization created the position, what they expect will change as a result, and what the challenges may be.

  • “What led the organization to create this role now? What has changed internally or externally that is creating the need or opportunity for the position?”
  • “What gap or opportunity in the [market/field/community] are you hoping this role will address? How will you know it’s been successful?”
  • “What results are you hoping to achieve with this role that you haven’t been able to achieve with the current structure?”
  • “Have you ever hired for a role like this before or is this a completely new capability? What do you think the organization still needs to learn or figure out about this role?”
  • “Who within the organization will be the strongest advocates for this work, and where do you anticipate resistance? What kind of support would I have to navigate that?
  • “How is the position funded?”
  • “What do you already know will be challenging in this role? What is your hunch about what might be challenging as the work gets underway?”

Your questions should also help you determine whether the position aligns with your goals and values. What elements of the working environment are most important to you?

  • Ask specific questions about the elements of culture that matter most to you. Is the organization’s approach to diversity, equity, and inclusion important to you? Is collegiality a priority? Is high turnover a red flag for you?
  • For early or mid-career positions, ask how the leadership team engages with staff and handles decision-making or disagreements. For leadership roles, inquire about how staff typically communicates and works across departments on key initiatives or how the board contributes to decision-making.
  • Ask how they’ll measure your performance. This clarifies expectations and offers clues about how the organization manages its teams. How often are performance reviews conducted? What factors will be considered?
  • If the job is remote or hybrid, ask how the organization supports remote work. How often do teams meet? Do different teams have different rules?
  • Ask about the onboarding process and how the organization helps new hires acclimate to their roles and the company culture.
  • Does the organization offer structured professional development? Do they provide a stipend or reimbursement if you seek out your own opportunities?

Avoid Questions Like These

  • “What doubts do you have about my qualifications?” If the interviewer has doubts about your qualifications, asking this won’t resolve them. Use your judgment to determine where you think your skills do or don’t align. If you think you cam across as weak in a certain area and want to to reiterate your experience, bring it up in your thank you note.
  • “What are the skills you’re hoping the ideal candidate has?” Asking this at the end of an interview can make it seem like you aren’t paying attention. Listen closely to the interviewer’s questions and read the job description carefully. Look for repeated themes. Those are the skills they are looking for.
  • “How did I do? Will I be moving forward?” A good hiring manager will carefully consider what you said and debrief with colleagues after the interview before deciding whether to move you forward. Even if they could, you don’t want them to decide on the spot. They may also be interviewing other candidates.

Be Authentic and Straightforward

The interview is an opportunity for both parties to explore the possibility of a future working relationship. Approach this from a place of curiosity, even if you think you already understand the role. Think about what you could accomplish in this job and how that will benefit both the organization and your career. The more authentic and specific you are with your questions, the more productive the discussion will be for both you and the interviewer.

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