How to Ask Good Questions in a Job Interview

I almost took a job that would’ve been a disaster. But these one of these 7 questions saved me. On paper? It looked perfect. Talented team. Cool product. Decent salary. But one question in the final interview hit harder than any Glassdoor review. → “Can you share a recent example of someone on your team leveling up their skills and how you supported them?” The hiring manager smiled and said: “Oh, we only hire people who can figure it out on their own.” 🚩 That was all I needed. I didn’t have to scroll reviews, I could already hear the headlines: “No growth plans.” “You’re on your own here.” This wasn’t a place to grow. Since then, I’ve built a list of must-ask questions. So you don’t have to. Don’t leave an interview without asking these. You’ll get 5-10 minutes at the end. Use it to vet them. Because job descriptions? They only tell half the story. →These are the 7 questions I always share with my clients before they walk into an interview.👇 1 - Who’s the last person you promoted internally? Good answer: Names. Stories. Smiles. Bad answer: “We’re pretty flat here.” (Translation: No one’s moving up.) 2 - Tell me about a time the team disagreed. Good answer: A real story with a real resolution. Bad answer: “We never really have conflict.” (Translation: There’s no safe space to speak up.) 3 - How do you support someone who’s struggling? Good answer: Early conversations. Clear plans. Bad answer: “We only hire A-players.” (Translation: No second chances here.) 4 - How do you challenge your top performers? Good answer: New projects, mentorship, stretch goals. Bad answer: “We expect everyone to act like owners.” (Translation: You’ll be doing more for the same pay.) 5 - What’s your accountability system like? Good answer: Clear expectations. Consistent feedback. Bad answer: “I’m very hands-on.” (Translation: Micromanager alert.) 6 - If you left tomorrow, who’s ready to step into your role? Good answer: A few names. Clear plans. Confidence in their bench. Bad answer: “I haven’t really thought about that.” or “I’m not going anywhere anytime soon.” (Translation: No leadership pipeline = no growth opportunities for you.) 7 - What’s the last skill someone on your team learned—and how did you support it? Good answer: Specific examples. Courses, mentorships, conferences. A culture of learning. Bad answer: “We expect people to own their growth.” (Translation: Hope you like Googling everything on your own time.) Look, if something feels off in the interview… it usually is. The red flags you wave off today? They’ll be the reasons you’re venting to your friends (or recruiter) six months from now. Trust your gut. It knows the job before you do. ▶︎ Save this for your next interview prep. ▶︎ Send it to a friend who’s job hunting (they’ll thank you). ▶︎ Follow me, Eli Gündüz, for more practical career tips for tech professionals.

The Interview Question That Predicts Job Offers Better Than Your CV A candidate bombed every technical question in his interview last month. Got the job anyway. The hiring manager told me: "His answers weren't the best. But his questions were brilliant." Most candidates treat "Do you have any questions?" like a formality. They ask safe, generic things. "What's the company culture like?" "What does a typical day look like?" "What are the opportunities for growth?" The hiring manager forgets these five minutes after you leave. Candidates who get offers ask questions that make hiring managers think. Here's what separates you: Questions that expose their problems. Bad: "What are the biggest challenges in this role?" Good: "Your job posting mentions 'improving cross-team collaboration.' What's breaking down that you're trying to fix?" You're asking them to be honest about what's actually broken. Questions that show you're already thinking like an employee. Bad: "What would my responsibilities be?" Good: "If I join and we're sitting here in six months, what would need to happen for you to feel this was a great hire?" You're not asking what they want you to do. You're asking how they measure success. Questions that test if this is actually a good fit. Bad: "What's the work-life balance like?" Good: "I do my best work with focused time in the morning. How does your team handle meeting schedules?" You're asking if their work style matches yours. Shows you know yourself. Questions that make them sell you. Bad: "When will I hear back?" Good: "What excites you most about whoever fills this role?" Suddenly they're explaining why this job matters. You've flipped the dynamic. Here's the reality: Your CV gets you in the room. Your answers keep you in the conversation. But your questions? That's what they remember. The hiring manager interviewed five people that day. Similar experience. Decent answers. Only one asked the question that made them pause and think. That's who they want to work with. Your prep should look like this: Research the company's actual situation. Recent news. Competitors. Challenges. Prepare five real questions you actually want answered. Not questions to sound impressive. Listen to their answers. Your follow-ups matter more than prepared ones. Test if you actually want this job. You're evaluating them too. The bottom line: Anyone can memorize answers to common interview questions. That's table stakes. But asking questions showing genuine curiosity and strategic thinking? That's rare. And rare gets remembered. Gets the offer. That candidate who bombed the technical questions? His question was: "What's the one problem on your team that keeps coming back no matter how many times you try to fix it?" The hiring manager spent twenty minutes explaining. By the end, they'd talked themselves into hiring him. Your questions matter more than you think. #Recruitment #CareerAdvice #InterviewTips

STOP asking overused questions like... “What’s the culture like here?” You already know the answer. It’s vague. It’s rehearsed. It tells you nothing. Culture is NOT a mission statement. It’s how people behave when no one's watching. Ask the questions that make people pause and actually reflect. The ones that reveal what it’s really like to work there. Try these INSTEAD: 1. "What kind of behaviour gets rewarded here — and what quietly gets people sidelined?" 2. "When was the last time someone challenged leadership here — and how did that go?" 3. "If I asked someone who left recently why they did, what would they say?" 4. "What’s something people complain about internally but leadership hasn’t addressed yet?" 5. "What’s one thing you’d change about the culture — if you had a magic wand?" 6. "Tell me about a time someone failed here — how did the team respond?" 7. "How do decisions really get made around here — in meetings, or behind the scenes?" 8. "Can you name someone who’s truly thriving here — and why?" 9. "Who tends to leave, and what pattern do you see in their reasons?" 10. "How does the organisation unlearn things that no longer serve it?" 11. "How safe is it to say “I don’t know” or “I need help” around here?" 12. "What’s the biggest tension the leadership team is wrestling with right now?" 13. "Tell me a story that would never make it into your recruitment brochure. 14. "What’s an unwritten rule here that newcomers usually discover the hard way?" 15 "If the company disappeared tomorrow, what would your employees actually miss?" Bonus question: “What story best illustrates who you really are as a company?” Don’t just listen to answers. Watch how people react to the questions. And if these questions make your interviewer uncomfortable? You’ve learned a lot right there. Your interview experience is culture in action. Were they transparent? Did they show respect for your time and energy? Did they challenge you — and welcome being challenged? Culture is not what they say. It’s what they do. Especially when you’re not yet one of them. Do the work. Ask better questions. Reshare to help others raise the bar too. ♻ #culturematters #hiring #aviation

I've interviewed thousands of candidates in my professional career and one of the biggest missed opportunities for candidates is asking the interviewer thoughtful questions. Asking questions not only exhibits your interest in the role and your level of curiosity, but it gives the interviewer a sense for how you think. It's an opportunity to stand out against other candidates. In my experience, the best questions are the ones that show the candidate is truly assessing what it's like to work there and whether the company/role is the right fit for them, vs. just trying to land the job. No matter how many interviews you've had as a candidate, it's critical to come prepared to every interview with at least 2-3 thoughtful questions that ideally are specific to that interviewer. Some generic questions that most candidates ask: ❌ What is the culture like? ❌ What is work/life balance like? ❌ What do you like about working there? These questions are better than no questions at all, but you can generally get the answers to these questions from reading Glassdoor reviews, and they aren't a great use of the time you have with the interviewer. Instead, ask more detailed questions, like: ✅ What are some of the most interesting challenges the team has worked through recently? How did you collaborate with other teams to get the best outcomes? ✅ What does success in this role look like 6 months, a year, 3 years from now? ✅ I understand the company's values are X, Y, and Z. Can you share with me how those values have showed up in decision making recently? ✅ What has caused previous people in this role to be successful or unsuccessful in the role? What advice would you give a new hire to set themself up for success in this role? These are just a few examples, but what's really important is putting thought into the questions and showing your interest and curiosity. What are some of your favorite questions to ask interviewers?

At the JOB INTERVIEW : If They Ask “Do You Have Any Questions For Us?” Don’t Say “No.” Say This Instead. In a job interview, the final question often sounds simple: “Do you have any questions for us?” But this moment matters more than most people realize. If you say, “No, I think I’m good,” you may sound polite, but you also sound passive. It can make the interviewer feel like you are only looking for a paycheck, not truly thinking about the role, the team, or the future. Here are the questions that can make you stand out. 1. The Success Question “If I joined this team and we were sitting here one year from now, what results would make you say hiring me was the right decision?” This is powerful because it makes them picture you succeeding. It also shows that you care about results, not just responsibilities. 2. The Pressure Question “When the team is under pressure or facing tight deadlines, how does leadership usually handle it?” This helps you understand the real culture. Many companies say they have a “great culture,” but pressure reveals the truth. 3. The Bottleneck Question “What is the biggest challenge currently stopping this team from reaching its goals?” This makes you sound like someone who thinks beyond the job description. You are already looking for obstacles to remove. 4. The Previous Employee Question “Can I ask what happened to the last person in this role? Were they promoted, moved internally, or did the role change?” This question is important. It can reveal whether the position is a growth opportunity, a replacement role, or a position with hidden problems. 5. The Hidden Success Question “What is something not written in the job description that someone needs to understand to succeed here?” Every workplace has unwritten rules. This question helps you. 6. The Manager Question “What is one problem in the department that you would love the person in this role to help solve in the first 30 to 60 days?” This makes the hiring manager feel like you are already thinking about how to make their life easier. 7. The Company Strategy Question “I noticed that competitors in this space are focusing on [specific trend/product/service]. How is your team thinking about staying competitive?” This shows preparation. It proves you did not just read the job posting — you studied the business. 8. The Feedback Question “How do you usually give feedback to your team — in real time, through regular check-ins, or during formal reviews?” This shows maturity. It tells them you are coachable, professional, and serious about improving. The Golden Closing Line At the end, do not just say thank you and leave. Say this: “I don’t have any more questions about the role, but based on what we discussed about [specific problem], I’m already thinking about how I could help with [specific solution]. I’d be excited to bring that energy to the team.” That one sentence can leave a strong final impression.

As an interview coach, one of the most common mistakes I see candidates make is believing the interview is only about answering questions. The truth? The best interviews are two-way conversations. A strong candidate not only answers questions effectively but also asks thoughtful, strategic questions that uncover what the company truly needs and whether the opportunity is the right fit. I always tell my clients: you’re not just trying to get the job, you’re trying to find the right job. Here’s how you can do that with the right questions: Start by understanding what’s missing. Ask: “What gap or problem are you hoping the person in this role will solve?” or “What’s something the last person in this role struggled with?” You’ll gain immediate insight into the pain points they want this role to address. Next, clarify expectations. Ask: “What does success look like in the first 6–12 months?” or “What are the top priorities for this role?” It shows you’re thinking ahead and ready to deliver. Don’t forget to assess the team and culture. Ask: “How would you describe the team dynamic?” or “What do you enjoy most about working here?” It can give you a real sense of what life at the company would be like. Ask about growth and support: “How do you support employee growth and development?” or “What does onboarding look like?” These show you’re invested in contributing long-term. Finally, always close strong: “Is there anything about my background or experience you would like me to clarify or expand on?” or “What are the next steps in the interview process?” The goal of every question you ask is to either give you the information you need to make a good decision or to position yourself as the exact solution to the company’s needs. If you’re preparing for interviews and want help thinking through your strategy, including what to ask, this is exactly what I coach my clients on every day. Feel free to reach out if you want to feel fully prepared and confident walking into your next big opportunity.

One of the most overlooked moments in a job interview happens at the very end. “So… do you have any questions for me?” Too often, candidates either say “No, I think you covered everything,” or ask about compensation, PTO, or remote policy right away. While those are important topics, this moment is actually your opportunity to demonstrate how you think. Strong candidates don’t just answer questions well, they ask thoughtful ones. The right questions signal ownership, maturity, and long-term focus. They shift the conversation from “Do I get the job?” to “How do I succeed here?” Here are several powerful questions that immediately elevate a candidate: • What results over the first 6 months, will tell you that hiring me has been a success? • What does success truly look like in this role? • What could cause someone to fail here? • What happened to the last person who held this role? • What are the biggest challenges your team faces today in hitting team or individual goals? • How does your team handle challenging, stressful situations? • How do you know you can count on your team to handle it? • What is one thing that takes up most of your time as a manager? • How do you prefer to give and receive feedback? • What is one thing about working here that isn’t in the job description but makes someone highly successful? These questions are about performance, expectations, culture, and accountability. They show you are already thinking like an owner not just an applicant. The best interviews feel less like interrogations and more like two professionals evaluating whether they can win together. If you’re preparing for an interview, spend as much time crafting your questions as you do rehearsing your answers. The quality of your questions often determines the quality of your opportunity. #interviewtips #hirebetter #hiring #careers #jobsearch #gethired #HR

The worst 6 words you can say at the end of a job interview: "No, I think you covered everything." When it's your turn to ask questions, the interview's just getting good. But 90% of candidates get this part wrong. They waste this golden opportunity on generic questions. Or worse... they have nothing prepared at all. The questions you ask reveal more about you than any answer you give. Smart questions show: → Strategic thinking → Genuine interest   → Professional maturity → Cultural awareness → Long-term vision But here's the real secret: The RIGHT questions help you avoid the WRONG jobs. Think about it. - 90,000 hours at work over your career - 1/3 of your waking life - Your mental health, growth, and happiness on the line Yet most people spend more time researching their next phone than their next employer. The best candidates flip the script. They interview the company as much as the company interviews them. Questions like: "What do new hires usually find surprising after they start?" "How is employee feedback gathered, and when has it led to real change?" "What's something you wish more people asked about before joining?" These aren't just questions. They're strategic intel gathering. Because the answers tell you: - What they're hiding in the job description - Whether leaders actually listen - If the culture matches the marketing - How much autonomy you'll really have - Whether you'll thrive or just survive Great companies love these questions. Bad companies get uncomfortable. That tells you everything you need to know. Your interview questions are your preview of the next 5 years. Make them count. What question do you always ask in interviews? Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.

Walking into interviews without prepared questions is a missed opportunity. Smart questions transform you from candidate to top contender. Your questions often leave a stronger impression than your answers. Master both sides of the interview with this ultimate cheat sheet. Interview Questions Cheat Sheet: 1/ What Does A Typical Day Look Like In This Role? ↳ Reveals the true day-to-day reality beyond what's in the job description. 2/ How Is Performance Measured For This Position? ↳ Uncovers how success is truly defined and if their expectations are realistic. 3/ What Challenges Is The Team Currently Facing? ↳ Tests the interviewer's honesty while showing you're ready to tackle problems. 4/ Why Is This Position Open Right Now? ↳ Reveals if it's growth, replacement, or something that might be concerning. 5/ How Would You Describe The Company Culture? ↳ Tests if their values match what appears on their website and reveals work-life balance. 6/ What Growth Opportunities Exist For Someone In This Role? ↳ Shows you're thinking long-term while revealing if they invest in employee development. 7/ What Do The Most Successful People At This Company Have In Common? ↳ Uncovers the traits and behaviors truly valued and the unwritten rules for success. 8/ How Do Teams Collaborate Across Departments? ↳ Reveals the true level of silos or unity within the organization's structure. 9/ What's The Most Important Thing To Accomplish In The First 90 Days? ↳ Shows you're thinking about making an impact while revealing their true priorities. 10/ How Has The Company Changed Since Its Founding? ↳ Gets the interviewer talking about history while revealing their ability to adapt. 11/ What Resources Will Be Available To Help With Success? ↳ Reveals if you'll have proper support or be left to sink or swim on your own. 12/ What Are The Next Steps In The Interview Process? ↳ Demonstrates continued interest while providing a timeline for what comes next. 💡 Pro Tip: Take brief notes when they answer to show careful listening and serious interest. Ask these questions and watch as interviewers lean forward with interest. Great questions transform ordinary interviews into memorable conversations. Which question do you think is most important to ask in an interview? Let me know in the comments below ⬇ ♻ Repost if you found this insightful! 👊 Follow Ford Coleman for more!