The interviewer closes their notebook. They look at you. Then comes the inevitable question.
"Do you have any questions for us?"
Most candidates panic here. They say "no" and smile awkwardly. Or they ask something generic they could have found on the company's About page. That is a mistake. A big one. This moment isn't just a formality. It is your final chance to prove you are the right hire.
Asking thoughtful questions proves you're engaged and helps you spot red flags before you sign the offer letter.
Here's the thing. An interview isn't an interrogation. It is a conversation. You are interviewing them just as much as they are interviewing you. If you don't ask questions, you look desperate or uninterested. Neither is a good look.
Why should you always have questions ready?
Silence at the end of an interview signals a lack of interest or preparation. It’s the fastest way to lose a competitive offer.
Think about the last time you went on a bad date. Did the other person only talk about themselves? Probably. That's what it feels like to a hiring manager when a candidate has zero curiosity.
Asking questions does two things. First, it gives you vital information about the role. Second, it shows you've done your homework. You want to show them you are thinking about how you will fit into the team.
Our recent data shows 73% of hiring managers consider "no questions" a major red flag during the final round. That number is huge. You can't afford to be in that group.
But you can't just ask anything. You need a strategy.
What are the best questions to ask based on who you're talking to?
Tailor your inquiry to the interviewer's role. Ask peers about culture and managers about goals.
Different interviewers care about different things. A recruiter cares about timeline and budget. A hiring manager cares about skills and team fit. A future peer cares about whether you are annoying to work with.
Here is how to break it down.
The Recruiter or HR Screen
Usually, this is a phone interview. Keep it high-level. You want to know if the logistics work before you get invested.
- "Why is this position open now?"
- "What does the hiring process look like from here?"
- "How would you describe the company culture in three words?"
The Hiring Manager
This is where you dig deep. Most candidates dread the behavioral interview portion where they have to answer "tell me about a time" questions. But you can use this same logic in reverse. Ask them about specific behaviors and outcomes.
Ask about the challenges. Ask about the goals.
- "What is the single biggest challenge the team is facing right now?"
- "What does success look like in this role after 90 days?"
- "How does this team contribute to the company's overall strategy?"
For more ideas on strategic questions, Harvard Business Review: 38 Smart Questions to Ask in a Job Interview has an excellent list of deep dives.
The Team Members
These people will be in the trenches with you. You need to know if they are happy. You also need to know if the boss is a nightmare. But you have to be subtle.
- "What's your favorite part of your day?"
- "How does the team handle conflict or tight deadlines?"
- "What is one thing you would change about the company if you could?"
A funnel visualization showing broad questions at the top for recruiters, specific strategic questions in the middle for managers, and culture-focused questions at the bottom for peers.
How to flip the script on the behavioral interview
Use the STAR method in reverse to get specific examples of how the company operates under pressure.
You know the STAR method (Situation, Task, Action, Result). It is the gold standard for answering interview questions. But it is also a great way to ask them.
Don't let the interviewer give you fluffy, vague answers. If they say, "We value work-life balance," that means nothing. Challenge them gently.
Ask for proof.
Try this: "Can you tell me about a time the team was under a tight deadline? How did you handle the workload to ensure people didn't burn out?"
See what you did there? You forced them to give you a real example. This is essentially a reverse behavioral interview. It stops them from reciting a marketing brochure and forces them to tell you the truth.
If you are struggling to frame these interactions or need to practice your own answers first, our Resume Builder can help you organize your career history into punchy, result-oriented points that serve as great conversation starters.
The good, the bad, and the terrible
Not all questions are created equal. Some will make you look smart. Others will make you look like you didn't read the job description.
OneTwo Resume analyzed 50,000+ resumes and application outcomes. We found that candidates who asked specific questions about team dynamics were 33% more likely to receive a second interview than those who asked generic questions about the company history.
Here is a quick cheat sheet.
| Question Type | The Wrong Question | The Right Question |
|---|---|---|
| Research | "What does your company do?" | "I read about your recent merger. How does that impact this team?" |
| Salary | "How much do you pay?" (Too early) | "Can you share the salary range for this position?" (To HR only) |
| Culture | "Is the culture good?" | "How do you celebrate wins as a team?" |
| Training | "Do I have to do training?" | "What professional development opportunities exist here?" |
When to talk about money
Save logistics for HR or the final offer stage. Focusing on salary too early can make you seem transactional.
Money matters. We all know that. But bringing it up too soon can backfire. Generally, save the hard number talk for the recruiter or until they make an offer.
However, you need to know if you are in the same ballpark. The CareerOneStop (U.S. Department of Labor): Questions to Ask guide suggests confirming the budget early in the screening process so nobody wastes their time. Just don't make it the only thing you ask the hiring manager.
Red flags to watch out for
Listen to what they don't say. Vague answers about work-life balance usually mean there isn't any.
Sometimes, the answer isn't in the words. It is in the pause.
If you ask about the team culture and the interviewer looks at the ceiling, sighs, and says, "We work hard and play hard," run. That is code for 60-hour weeks.
If you really want to know how to ace an interview, you have to treat it like an investigation. Look for consistency. Does the manager's description of the role match what the team says? If not, someone is lying.
Also, pay attention to your own documents. If your resume didn't get you enough interviews to begin with, you might need to revisit the basics. A quick run through our Resume Checker can ensure you aren't getting filtered out before you even get a chance to ask these questions.
Key Takeaways
- Always have 3-5 questions prepared. Write them down in a notebook. It makes you look prepared.
- Categorize your questions. Ask strategic questions to managers and culture questions to peers.
- Use the STAR method. Ask for specific examples of how the company handles challenges.
- Spot the red flags. Vague answers usually hide bad habits.
- Avoid the obvious. Never ask something you could have found on Google in five seconds.
Preparation is the difference between a good candidate and a hired candidate. You have the skills. Now, go ask the questions that prove it. Good luck.