45 Questions to Ask an Interviewer (Backed by Research)

45 research-backed questions to ask an interviewer, organized by category. Based on Harvard research showing that asking questions makes you more likable.

Harvard Business Review found that one of the most common complaints interviewers have after an interview is: “I wish they had asked me more questions.”

Except that quote doesn’t actually exist in HBR. What does exist is something more powerful: a Harvard study published in the Journal of Personality and Social Psychology found that people who ask more questions—especially follow-up questions—are rated as significantly more likable by their conversation partners.¹ In speed-dating experiments, asking just one additional follow-up question per conversation led to measurably more second-date requests. (Note: While Huang’s research focused on romantic attraction, the conversational dynamics—likability through follow-up questions—parallel employment interviews, though hiring involves additional competence assessment.)

The same mechanism works in job interviews. Knowing what questions to ask an interviewer is one of the most underrated interview skills—and research by Murray Barrick and colleagues at Texas A&M found that interviewers anchor on their first impression within the first 2–3 minutes.² Asking zero questions at the end is the clearest signal. (For broader job search strategy, see our guide on how to get a job) you’re not engaged.

The “Do you have any questions for us?” moment isn’t a polite formality. It’s often the moment that determines whether you get the offer.

Here are 45 questions organized by category—41 you should ask. (For inspiration on the other side, see our guide to common interview questions), plus 4 you should never ask (and why they backfire)—so you walk into your next interview ready to stand out.

How Many Questions Should You Ask an Interviewer?

Prepare 8–10 questions before the interview. Many will get answered during the conversation, so you’ll typically ask 3–5 at the end. (Yes, even if your palms are sweating through your blazer.)

But here’s the part most people miss: don’t save all your questions for the end.

Research by Murray Barrick and colleagues at Texas A&M found that the first 2–3 minutes of rapport building in an interview significantly influence final hiring ratings—even in structured interviews designed to minimize bias.² Interviewers “anchor” on their initial impression and then fail to fully adjust as new information comes in.

Weaving 1–2 thoughtful questions into the conversation—not just stockpiling them for the final five minutes—can shape how the interviewer evaluates everything about you.

Pro Tip: Harvard researchers Alison Wood Brooks and Leslie K. John found there are four types of questions: introductory, mirror, full-switch, and follow-up.³ Follow-up questions are the most powerful. They signal active listening and make the other person feel heard—which is the single biggest driver of likability in conversation. After the interviewer answers one of your prepared questions, ask a genuine follow-up before moving to the next topic on your list.

Follow-up questions are the single biggest driver of likability in conversation.

Questions to Ask About the Job

Gallup’s research on employee engagement—covering over 2.7 million workers—found that “knowing what is expected of you at work” is the single most foundational element of engagement.⁴ Yet only 46% of employees strongly agree they know what’s expected of them. These questions help you understand the role before you accept it.

1. What does a typical day look like in this role?
   • Listen for: Concrete examples = green flag; “it really varies” with no specifics = red flag.
2. What are the most important things you’d like someone to accomplish in the first 90 days?
   • Listen for: Specific milestones = green flag; “just get settled in” = red flag.
3. What are the main responsibilities beyond what’s listed in the job description?
   • Listen for: Honest elaboration = green flag; “it’s all in the posting” = red flag.
4. What does success look like in this position, and how is it measured?
   • Listen for: Clear metrics = green flag; vague platitudes = red flag.
5. What’s the biggest challenge someone in this role faces?
   • Listen for: Candor and specificity = green flag; “there really aren’t any” = red flag.
6. What traits or behaviors do your top performers in this role have in common?
   • Listen for: Specific qualities = green flag; generic “they work hard” = red flag.
7. How does the team give and receive feedback day-to-day?
   • Listen for: Regular, structured feedback = green flag; “we just figure it out” = red flag.

Action Step: Pick 2–3 of these and customize them using details from the job description. Specificity signals preparation. (For a structured approach, see our guide to SMART goals.)

Questions to Ask About the Company

Research shows interviewers anchor on early impressions—and asking informed questions signals you’ve done your homework.² These questions show you’re evaluating the company as much as they’re evaluating you.

8. What are the company’s most important goals for this year?
9. Are there any upcoming initiatives or projects you’re particularly excited about?
10. What’s the biggest challenge the company is facing right now?
11. How does the company differentiate itself from its competitors?
12. How have the company’s values shaped a recent decision?
13. What does the company’s growth trajectory look like over the next few years?

Questions to Ask About the Team

Your future colleagues determine your daily experience more than almost any other factor. One of Gallup’s most surprising engagement findings: having a best friend at work is a powerful predictor of employee loyalty and performance.⁴

14. Can you describe the team I’d be working with?
15. Who would I collaborate with most closely in this role?
16. What’s the team’s working style—more independent or highly collaborative?
17. How does the team handle disagreements or conflicting opinions?
18. Is there anything the team is currently lacking that this hire would help address?
19. How long have most team members been in their roles?
20. Does the team ever do joint events or activities outside of work?
21. For management-level roles: How many direct reports would I have, and how is the team currently structured?

Your future colleagues determine your daily experience more than almost any other factor.

Questions to Ask Your Interviewer

This is the secret weapon most candidates miss entirely.

Harvard researchers Alison Wood Brooks and Leslie K. John found that questions about the other person’s experience are the most powerful for building connection.¹ Think about how Oprah Winfrey interviews: she consistently asks follow-up questions that reference what the guest just said, rather than jumping to the next topic on her list. That’s exactly what their research identifies as the most effective question type.

You can mirror this approach. Ask your interviewer about their experience, then listen carefully and follow up on something specific they say.

22. What surprised you most about working here?
23. What’s your favorite part about your role?
24. What made you decide to join this company?
25. How has your role evolved since you started?
26. What’s your favorite office tradition or team ritual?
27. What’s one thing you wish you’d known before you started?
28. If you could change one thing about working here, what would it be?

Pro Tip: When your interviewer answers, resist the urge to immediately jump to your next prepared question. Pause. Ask a follow-up. Here are three templates that work under pressure:

• “You mentioned [X]—how does that affect [Y]?”
• “What led you to [specific word they used]?”
• “Can you tell me more about [emotion they expressed]?”

Take notes on specific words they use, not just facts. Mirror their vocabulary in your follow-up. One genuine follow-up question is worth more than three prepared ones.

Questions to Ask About the Culture

Harvard Business School professor Amy Edmondson’s research on psychological safety shows that the best teams are ones where people feel safe to take risks, admit mistakes, and speak up without fear of punishment.⁵ Google’s internal study—Project Aristotle—confirmed this: psychological safety was the #1 predictor of high-performing teams across over 180 teams studied.⁶

These questions help you probe whether the culture matches the brochure. (Because “we work hard and play hard” is not a culture—it’s a red flag in khakis.)

29. How does the company support work-life balance?
30. How does the team react when someone admits they don’t know how to do something?
31. Can you give me an example of a time someone challenged a leadership decision? How was it received?
32. What’s the company’s approach to remote or hybrid work?
33. How would you describe the company culture in three words?
34. What do new hires usually say surprises them most about working here?
35. How does the company handle mistakes—is there a “fail forward” mentality?

Red flags to watch for: If the interviewer says “everything is great” with no specific examples, uses “we’re like a family” without substance, or can’t name a time someone challenged a decision—these may signal low psychological safety.

Questions to Ask About Professional Development

Gallup found that opportunities to learn and grow are a top predictor of whether employees stay or leave.⁴ Only about 31% of U.S. employees are currently engaged at work—an eleven-year low.⁷ If a company can’t articulate how you’ll develop, that’s a warning sign.

36. What does the career path look like for someone in this role?
37. What have previous employees in this position gone on to do?
38. What professional development opportunities are available—training budget, conferences, courses?
39. How does the performance review process work, and how often does it happen?
40. Is there a mentorship program, formal or informal?
41. What types of skills does the company value most for advancement?

The Reverse Behavioral Technique: An Advanced Tactic (Use with Caution)

Interviewers ask you “Tell me about a time when…” to reveal your real behavior under pressure. You can flip the script.

Reserve this for final-round interviews with senior leaders. It signals high standards but can read as confrontational if used too early.

Try asking: “Can you tell me about a recent time the company had to make a difficult trade-off between a business goal and employee well-being?”

In my experience, their response—or inability to give one—can reveal the company’s priorities more than any careers page. If they light up with a specific story, that’s a green flag. If they freeze or pivot to corporate talking points, pay attention to that too.

Their response—or inability to give one—can reveal the company’s true priorities more than any careers page ever could.

Bonus: Questions NOT to Ask (And Why They Backfire)

Not every question helps you. These can undo thirty minutes of great answers:

42. ❌ “What’s the salary?” or “How much PTO do I get?” — In a first interview, this signals you’re more interested in the package than the work. Save compensation questions for the offer stage. (When the time comes, review our communication tools guide) or when the recruiter brings it up.
43. ❌ “What does your company do?” — This tells the interviewer you didn’t spend five minutes on their website.
44. ❌ “How quickly can I get promoted out of this role?” — Signals you’re already looking past the job you’re interviewing for.
45. ❌ “Do you monitor lunch breaks?” or “How soon can I take vacation?” — Prioritizing your convenience over your contributions is a red flag for any hiring manager.

What if the interviewer already answered your questions? Don’t panic. Say: “You covered most of what I was curious about—which tells me this was a thorough conversation. One thing I’d love to know more about is…” Then ask a follow-up based on something they said earlier. This shows you were actively listening. Even difficult people can be won over with genuine curiosity, which—per the Harvard research—is the most likable thing you can do.

Interview Questions FAQ

Questions to Ask an Interviewer: Key Takeaways

1. Asking questions makes you more likable. Harvard research proves that people who ask more questions—especially follow-up questions—are rated significantly more likable. Use this to your advantage.
2. Prepare 8–10, ask 3–5. Don’t wing it. Write your questions down and bring them to the interview.
3. Weave questions into the conversation. Don’t save them all for the end. Early rapport shapes how the interviewer evaluates everything about you.
4. Follow-up questions are your secret weapon. After the interviewer answers, pause and ask a genuine follow-up. Use the Mad Libs templates: “You mentioned [X]—how does that affect [Y]?”
5. Use questions to evaluate the company. You’re interviewing them too. Psychological safety probes and the Reverse Behavioral technique (in final rounds) help you spot red flags before you accept an offer.
6. Avoid salary, PTO, and Googleable questions in the first interview. Save compensation for the offer stage. Do your research beforehand.

The question period isn’t a polite formality—it’s often the moment that determines whether you get the offer.