Questions to Ask in an Interview: 25 by Stage (and 6 to Avoid)

The best questions to ask in an interview depend on who is across the table: ask a recruiter about process and pay, a hiring manager about success and challenges, a panel about daily work, and a senior leader about direction. Prepare four to six per stage, ask two to four, and choose ones whose answers help you decide.

Below are 25 good interview questions sorted by stage, each with a note on what the answer tells you. If you are still early in your prep, start with our day-by-day interview prep checklist, then come back here to build your list.

How many questions should you ask, and when?

Most interviews save the last five to ten minutes for your questions. Saying you have none wastes that time. It can read as low interest, and it gives up the one part of the interview you control.

Prepare four to six questions for each conversation, because some will get answered before you reach them. Then ask two to four. The table shows what each stage is for.

What should you ask a recruiter? (Questions 1 to 6)

The recruiter runs the hiring process, not the team. Use this call to sort out logistics and spot deal breakers early, before you invest hours in later rounds.

1. What does the interview process look like from here?

You learn how many rounds there are, who you will meet and how long it takes. A clear answer suggests an organized hiring team. A vague one can mean the role is still being defined.

2. What is the salary range for this role?

Asking early saves everyone time. A growing number of US states and cities require employers to share pay ranges, and many UK listings already show a band. If the range sits far below your target, you find out now, not after four rounds.

3. Why is this position open?

A new role usually means growth. A replacement is fine too, but ask politely whether the last person was promoted. Repeated turnover in the same seat is worth raising later with the hiring manager.

4. Is the role remote, hybrid or on site, and how firm is that?

Work policies shift, so the follow-up matters more than the headline. In the UK, employees have a legal right to request flexible working from their first day, but a request is not a guarantee. Get clarity before an offer.

5. What helps candidates stand out for this role?

Recruiters know what the hiring manager screens for. Their answer tells you which strengths and examples to lead with in the next round.

6. When do you expect to make a decision?

This helps you juggle other applications and tells you when a follow-up email is reasonable rather than pushy.

What should you ask the hiring manager? (Questions 7 to 13)

This is the person whose expectations you would live with every day. Focus on what success means, what is hard right now and how they lead. Pair these with practice on the most common interview questions they are likely to ask you first.

7. What would success look like in the first 90 days?

A specific answer means clear expectations. A loose answer can mean a gentle ramp or no plan at all, so ask a short follow-up to find out which.

8. What is the biggest challenge facing the team right now?

This reveals the real job behind the job description. It also gives you a natural chance to connect one of your past wins to that exact problem.

9. How do you like to communicate and give feedback?

Weekly one-on-ones, written updates or an open door? Compare the answer with how you work best. A manager who struggles to answer may rarely give feedback.

10. What did the last person in this role do well, and what would you change?

You learn what the team values and which gap they want filled, without inviting gossip about a former colleague.

11. How is performance measured here?

Listen for metrics, goals or manager judgment, and how reviews connect to raises. Unclear measurement often means unclear promotions.

12. How has the team changed over the last year?

Growth, reorganizations, layoffs and new leadership all shape your first year. A candid answer builds trust. A dodge is information too.

13. Is there anything in my background that gives you pause?

This one takes nerve, but it lets you address a concern while you are still in the room. Ask calmly, answer briefly and skip it if the conversation has felt tense.

What should you ask in a panel interview? (Questions 14 to 19)

Panels include future peers and partner teams, who see the daily reality a manager may gloss over. When you can, direct one question to each person based on their role.

14. What does a typical week look like for you?

You get the honest rhythm of meetings, focused work and firefighting. Compare it with the job description.

15. How do your team and this team work together?

Ask this of panelists from other departments. It reveals handoffs, friction points and who you would depend on.

16. What do you enjoy most about working here?

Listen for specifics. People who name a project or a colleague usually mean it, while generic praise tells you very little.

17. What tools and processes does the team rely on?

A practical question: you learn what software you would need to pick up and how mature the team's workflows are.

18. How are decisions made when people disagree?

The answer shows whether conflict gets settled by data, by seniority or by whoever argues longest.

19. What would you want from the person who gets this job?

Peers often name support they are missing, which can differ from what the manager told you. Both views together give you the full picture.

What should you ask in a final round? (Questions 20 to 25)

Final rounds often involve a director, vice president or founder. Keep your questions big picture and avoid repeating anything earlier interviewers already answered.

20. What are the company's top priorities for the next year?

This shows whether your role sits close to what leadership cares about. Roles tied to priorities tend to get budget and visibility.

21. How does this role contribute to those goals?

A natural follow-up that links strategy to your seat. A clear connection is a good sign for future growth.

22. What growth paths have people in this role taken?

Real examples of people who were promoted or moved teams beat general promises about development.

23. What do you see as the biggest risk to the business?

Many senior leaders appreciate this question. Their answer shows how candid they are and how stable the company feels from the inside.

24. How would you describe the culture in three words?

Quick and memorable. Compare the answer with what peers said earlier, since gaps between levels are worth noticing.

25. What are the next steps, and is there anything else I can share?

This closes the interview cleanly. You confirm the timeline and offer references or work samples while you still have their attention.

Which questions should you avoid in an interview?

Most question lists skip this part, but one careless question can undo a strong interview. Avoid these, or swap in the better version.

That last row matters. In the US, the EEOC's rules on prohibited employment practices make hiring decisions about traits like age, religion and disability illegal, and UK equality law works similarly. Interviewers are trained to steer away from these topics, so keep your questions there too.

One nuance on pay: asking a recruiter is fine (question 2). With senior leaders in a final round, let the recruiter handle numbers unless the leader raises them.

How do you tailor your questions so they land?

A generic list gets you started. Tailored questions get you remembered. Use this five-step routine before every interview.

1. Research first. Read the job post, recent company news and each interviewer's LinkedIn profile. You can also use AI for company research to summarize news quickly, then check the facts yourself.
2. Personalize the wording. Swap generic words for specifics. For example, ask how the team supports the new product you read about, not just about priorities.
3. Rank a short list per stage. Write five questions in order of importance and cross off any that get answered along the way.
4. Follow up on what they say. Your strongest question is often a follow-up, such as asking what is driving a reporting overhaul the manager mentioned.
5. Practice out loud. Rehearse with an AI mock interview so your questions sound natural, not read from a script.

For video interviews, keep your list on paper beside the screen rather than in another window, so your eyes stay near the camera. Bringing a notebook to an in-person interview is normal, and your notes will help when you write a follow-up.