You're sitting there. Your palms are probably a little sweaty, even if you’ve done this a dozen times. The hiring manager closes their folder, leans back, and drops the line you knew was coming: "So, do you have any questions for us?"
Most people blow it here. They ask about the 401k match or how long the lunch break is. Boring. If you want the job, you need to realize that this moment isn't a formality; it's actually the most aggressive part of your sales pitch.
Why your questions matter more than your answers
Honestly, the interview is mostly a vibe check until the end. They already know you can do the job because they saw your resume. Now they want to know if you're smart, if you're curious, and if you’re going to be a pain to work with on a Tuesday afternoon when everything is breaking.
When you dig into the top 10 questions to ask in an interview, you’re showing them how your brain works. You aren't just a passenger. You're a partner.
1. What does "winning" look like in this role after six months?
This is the heavy hitter. It’s better than asking about "expectations" because it uses high-performance language. You’re essentially asking for the cheat code to your first performance review.
If they can't answer this, run. Seriously. If a manager doesn't know what success looks like, they won’t know when you’ve achieved it, which means you’ll never get that raise. It forces them to visualize you already in the seat, crushing it.
2. How does the team handle it when things go sideways?
Projects fail. Servers crash. Clients quit.
You want to know if the office turns into a blame-shifting nightmare or if people actually huddle up to fix the problem. Listen for stories. If they give you a generic "we collaborate" answer, push back gently. Ask for a specific example of a recent challenge. Real leaders love talking about how they overcame a mess.
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3. What’s the one thing the previous person in this role did that you’d love to see continued—or changed?
This is a sneaky way to find out if you're filling a "dead man's shoes" situation or if the last person was a superstar. It reveals the "ghost" you’ll be competing against.
If the last person was fired, you’ll hear about the gaps they left. If they were promoted, you’ll learn the blueprint for your own advancement. It’s tactical intelligence gathering, basically.
Digging into the culture without asking "how's the culture?"
Never ask "what is the culture like?" It’s a junk question. You’ll get a junk answer about "fast-paced environments" and "work hard, play hard." Total fluff.
4. What do people do here when they aren't working?
This is how you actually find out if people have lives. If the interviewer looks confused or says, "We're pretty focused on the mission," that's code for "We expect you to answer Slack messages at 9 PM on a Saturday."
5. Is there anything about my background that gives you pause?
This one takes guts. It’s scary. But it’s the most effective way to clear the air.
If they have a concern—maybe you lack a specific certification or your last stint was too short—they’re going to talk about it after you leave the room. By asking this, you get to address the elephant while you're still sitting there. You get a chance to defend yourself. It shows massive confidence.
The strategy behind the top 10 questions to ask in an interview
You don't need to ask all ten. Pick three or four that feel right for the energy of the room.
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6. How does the company define and live out its values when it’s losing money?
Values are easy when the stock price is up. They’re hard when the budget gets cut. This question is a favorite of leadership experts like Simon Sinek. It cuts through the corporate mission statement on the wall and gets to the heart of the business’s integrity.
7. What’s the most frustrating part of working here?
Every job has a "clogged pipe." Maybe it’s the slow procurement process or a specific software that everyone hates.
A transparent manager will be honest. "Look, our CRM is a nightmare, but we're working on it." A dishonest one will say "nothing." You want the person who tells you about the nightmare CRM.
8. Who is your biggest competitor right now, and what keeps you up at night regarding them?
This shows you care about the business, not just your specific desk. It positions you as a strategic thinker. You aren't just there to push buttons; you're there to help the company win the war.
9. How do you, personally, give feedback to your direct reports?
Some bosses are "set it and forget it." Others are micromanagers. You need to know if your working styles mesh. If you need a lot of check-ins and they only do annual reviews, you’re going to be miserable.
10. If we’re sitting here a year from now celebrating a great year, what did we accomplish?
This is the "magic wand" question. It’s a classic sales technique used to get the buyer to describe their perfect future. When they describe that future, they are describing you as the hero of the story.
The Nuance of the "Reverse Interview"
Career experts like Liz Ryan often talk about the "Human Workplace," and that starts with these questions. You are interviewing them just as much as they are interviewing you. Don't forget that.
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If you ask these and they get annoyed, that’s a red flag. Good managers love being challenged by smart candidates. They want someone who cares enough to dig deep.
Avoiding the "Me" Trap
When people look for the top 10 questions to ask in an interview, they often lean too hard into "what do I get?"
- "When do I get a raise?"
- "Can I work from home on Fridays?"
- "What’s the holiday schedule?"
Save those for the offer stage. Right now, your job is to prove you are a problem solver. Focus 80% of your questions on the business, the team, and the mission. Use the remaining 20% to figure out if you'll actually enjoy waking up on Mondays.
Real-world evidence
In a study by Workplace Trends, it was found that nearly 60% of hiring managers prioritize "cultural fit" and "problem-solving mindset" over technical skills alone. Your questions are the primary way they measure those traits.
A friend of mine, a Senior VP at a major tech firm, once told me he hired a candidate who was technically "underqualified" simply because her questions showed she understood the business's pain points better than the "perfect" candidates. She asked, "How do you ensure the engineering team doesn't lose sight of the customer's needs during a rapid scale-up?"
That one question proved she was thinking three steps ahead.
Actionable Next Steps
- Research the Interviewer: Look them up on LinkedIn. Did they just join the company? Ask why they left their last gig to come here.
- Write Them Down: Don't try to memorize these. Bring a notebook. It looks professional.
- Listen to the Answers: This sounds obvious, but many people are so busy thinking of their next question that they miss the gold in the current answer. Use their answer to ask a follow-up.
- The "One More Thing" Close: Before you leave, ask: "Is there anything else you need from me to feel 100% confident in moving forward?"
Prepare these questions. Practice saying them out loud so they don't sound like you're reading from a script. If you can master this part of the conversation, you've already beaten 90% of the other applicants.