21 Questions to Ask at the End of An Interview

In the competitive job market, asking the right questions at the end of an interview can set a candidate apart from the rest.

This article compiles twenty-one insights from top professionals, starting with the essential question about day-to-day responsibilities and concluding with inquiries about company culture. Each piece of advice is designed to help job seekers leave a lasting impression and secure their desired position.

• Ask About Day-To-Day Responsibilities
• Inquire About Key Milestones
• Clarify Any Remaining Doubts
• Show Interest In Helping Company
• Ask About Employee Retention
• Address Potential Concerns Directly
• Tailor Questions To Company
• Understand Role Challenges
• Align Goals With Organization
• Ask About Surprising Aspects
• Identify Team's Immediate Challenges
• Inquire About Growth Opportunities
• Understand Interview Process Steps
• Ask About Company Strengths And Weaknesses
• Show Interest In Easing Workload
• Inquire About Next Steps
• Show Long-Term Thinking
• Create Personal Connection
• Demonstrate Commitment To Excellence
• Understand Role's Impact On Mission
• Inquire About Company Culture

Ask About Day-To-Day Responsibilities

At the end of the interview, I would ask for details about what the day-to-day for someone in the position looks like. If they are willing to share, I would also ask for details on the type of projects one would work on once they have been onboarded. This gives you, as the interviewee, a glimpse into what it would be like to actually be in that role. It also tells you a little bit about what the team's immediate priorities are and if they are a good fit for the kind of opportunity you are looking for to advance your career.

Anuj Mulik, Software Engineer, Featured

Inquire About Key Milestones

By the end of the interview, you, as the candidate, should have a general idea of how to focus efforts so you can maximize your impact during your first few months coming into a role. A great question to start getting some clarity around is, "What are the key milestones the successful candidate is expected to achieve in the first 30, 60, 90 days?" 

Responses from this question can reveal to what extent you can be creative with the role versus stay within fixed guidelines. More importantly, you can best manage expectations using those insights as you're navigating those early days, especially if you uncover blind spots through your own initial discovery as you're onboarding.

Nadine Mullings, Talent Strategist and Senior Manager

Clarify Any Remaining Doubts

“Is there anything else that I can elaborate on that can help you make your decision?”

This question leads the interviewer to stop and reflect on the interview as a whole. When this is done, it helps the job seeker to know where they stand at the end of the interview as well. If the interviewer has no additional questions, they can walk out of the interview feeling like they put everything in front of the company that they could. If the interviewer had any other questions that may have placed them “on the fence” about a decision, this would be the time they could ask. It allows the job seeker one last shot to sell themselves or show their experience as a fit for the role.

Megan Blanco, Career Coach, Adjunct Faculty, Employer Relations Liaison, Relationship Development, University of Central Florida

Show Interest in Helping Company

Having consulted on many hires, one of the most common and most damaging mistakes applicants make comes when the interview is almost over. The interviewer asks if the person has any questions. Often you can see the applicant visibly relax. The worst is over. Then their questions show more interest in what the company can do for them than what they can do for the company.

I was involved in an interview recently where the first three questions from the applicant were, in order:

"How much vacation time do I get?"

"How long do I have to be here before I'm eligible for a vacation?"

"How long before I start to accrue additional weeks of vacation?"

What had looked like a great applicant now looked like someone who couldn't wait to get out of work. The questions applicants ask during the interview often reveal their priorities in a way that nothing else during the interview does. The best questions show not just an interest in the job but an interest in helping the company accomplish its goals.

"What would the perfect employee for this job look like to you?"

"In the best of all possible worlds, what would you like me to accomplish for you? In three months? In a year? In five years?"

That type of question.

Barry Maher, Principal, Barry Maher &  Associates

Ask About Employee Retention

Asking, "What do you think encourages employees to stay at this company?" is a vital question for job seekers. It provides insights into the company's culture and values, highlighting what makes the company a desirable place to work. Understanding these factors can help candidates assess how well they would fit within the team and what aspects of the work environment might align with their own career aspirations. This question can reveal important information about employee satisfaction, professional-development opportunities, and the overall workplace atmosphere.

Matthew Conway, Managing Director, NDT Group

Address Potential Concerns Directly

“Is there anything we've discussed today that would eliminate me from consideration? I'd appreciate the opportunity to address any of your concerns with additional examples of my strengths and experience.”

This allows a face-to-face opportunity to further explain how you are a good fit for the position and the company, if you truly want it. This is an effective strategy since you are allaying any doubts before leaving the interview. If you don't address their doubts now, they will eliminate your candidacy before you even send a follow-up thank-you email.

Catherine Calame, Marketing and Communications Strategist

Tailor Questions to Company

Rather than asking a generic question that can apply to any organization, incorporate information based on the company. Detailed questions about the processes, culture and plans demonstrate a sincere interest in the organization. It also shows the employer that the applicant took the time to research the company and role before the interview. For example, the applicant can ask the hiring manager, "I am aware your company has plans to do [x, y, and z]. What goals do you expect this position to accomplish for this specific project?"

David Alford, Vice President, Bristol Associates, Inc.

Understand Role Challenges

One question I always recommend job seekers ask at the end of an interview is, “What are the biggest challenges someone would face in this role during the first six months?” This query serves a few important purposes. First, it shows you have a keen interest in truly understanding what lies ahead and preparing yourself accordingly. It also provides valuable insight into potential roadblocks or growing pains you may encounter. The interviewer's response can help you gauge if you're truly up for tackling the role's demands from day one.

Finally, it demonstrates self-awareness—you realize there will be an adjustment period, and you're ready to proactively address it. Overall, this question positions you as a forward-thinking professional eager to contribute successfully from the start.

Gauri Manglik, CEO and Co-Founder, Instrumentl

Align Goals With Organization

Interviews, from my perspective, should be conversations about how the job seeker's life and personal goals align with the organization's mission and goals. Of course, as an executive director of non-profit organizations for most of my career, my perspective may be different than that of a for-profit hiring manager. During this conversation, along with experience, skills and unique tools the job seeker brings to the table, topics such as how the organization's culture, mission and values align with the job seeker's definitely play a large part in determining if this is the “right” person for the job. 

After all of the discussion about hours, benefits, skills, experience, decision timeline, etc. has concluded, the most important question a job seeker can ask at the end of the interview is: “How would bringing me onto the team most benefit the organization, beyond what we've already discussed, in terms of serving constituents better?” 

This question shows that the job seeker is not only interested in a job, money, benefits, etc. but is truly interested in knowing how the hiring manager envisions the job seeker as a catalyst for mission movement in the organization. Asking this question after all skills and experience have been discussed creates the framework for the question and is not focused on a “how much does it pay” or “when can I start” mentality, but rather emanates the true passion the job seeker has for the mission and their desire to understand not only how he/she feels they can help, but how the organization feels they can help with the mission.

Amy Bickleman, Executive Director, Global Resource for Advancing Cancer Education

Ask About Surprising Aspects

Asking, "What do new employees typically find surprising after they start?" allows you to get a glimpse of the company culture and expectations. It's important because it can provide insights about the job that aren't included in the job description.

For example, if the response is about the high level of autonomy or the fast pace of work, it might mean there's a culture of self-direction and rapid-response times. You can then think about whether this suits your working style.

On the other hand, if the surprise is about additional roles or responsibilities not initially mentioned, it could indicate potential workload challenges. This question can help you make an informed decision about whether the job is right for you. So, don't forget to ask it.

Khanh Tran, Growth Manager, Italy Villa Finder

Identify Team's Immediate Challenges

In my experience, a powerful question to ask at the end of an interview is, "What are the top two challenges that the team is currently facing, and how do you envision a successful candidate contributing to addressing them?"

This question serves multiple purposes.

Firstly, it demonstrates your proactive approach and interest in the team's immediate needs. Secondly, it allows you to gauge the team's priorities and how your skills and experience align with their goals.

Also, it provides an opportunity to showcase your problem-solving abilities and your willingness to dive right in and make a positive impact.

Pavel Melnicov, Senior Tech Recruiter & HR, Index

Inquire About Growth Opportunities

I suggest that every job seeker consider asking this question at the end of an interview:

"What opportunities are there for professional growth and development within the company?"

This question highlights the candidate's interest in long-term career progression and shows they're focused on building a future with the organization. It also provides insight into the company's commitment to investing in their employees' growth, helping assess if it aligns with their career goals.

I recall a specific interview where a candidate asked me a similar question about career-advancement opportunities. I appreciated this question because it demonstrated their foresight and genuine interest in the role and how they could evolve within the company. It indicated that they were looking for a partnership rather than a mere job, which is something I highly value in potential team members.

Ashot Nanayan, CEO and Founder I Digital Marketing Expert, DWI

Understand Interview Process Steps

There is no specific question you can ask at the end of an interview to guarantee a second interview. What you ask will entirely depend on the topics that were covered.

It is still best practice to ask about the interview process, what the expectations are, and how many more steps there will be. I would also ask if there is anything the interviewer would like more clarity on. Personally, I would ask any questions I have that are unique to that business. I'm someone who constantly considers the challenges of other business leaders and how my role supports them. Business acuity has helped set me apart in the past, and as a recruiter, I pick up on it immediately in candidates.

Kyle Law, Lead Recruiter, Jobscan

Ask About Company Strengths And Weaknesses

There are a number of ways you can look at this, and it depends on what is important to candidates. If candidates are looking for good culture, they could ask something like, "What is one thing that the company does really well? What is something that the company doesn't do well?"

If a candidate is looking to grow in their career, they could ask a number of questions: "What does learning and development look like at your company?" or "When was the last time you saw someone promoted?" Another good one is, "What does success look like for this role?" It helps you understand what's expected and what it takes to succeed.

Kate Reed, Recruiting Manager, StrongDM

Show Interest In Easing Workload

"If I were to get this role, what is the one thing I could do to make your life easier?"

This is my golden question for interviewers asking me if I have any questions. Anyone can state that they are "right for the role," but when you go out of your way to show that a top priority is your ability to lift the team, it helps you stand out.

Nick LeRoy, Founder, SEOJobs.com

Inquire About Next Steps

"What are the next steps in this interview process?"

Asking this question shows that you're interested in progressing through the interview process. It also gives you an opportunity to get insights on what the timeline looks like for when the employer would like to have the new candidate start the position.

Listen for the language that they use when answering this question. If they address you directly by saying something similar to, "We would like to have you come in next week for another round of interviews," then this may indicate they are looking to continue the process with you. 

Conversely, if they're using more general language, such as, "We're continuing first interviews into next week, and then we will have the next round of interviews with our top candidates," it may show that you're no longer in contention for the position. This could be based on something you did or maybe did not say during the interview that showcased the alignment between your background and the target role.

Alicia Mitchell, Career Coach and Resume Writer, Spark Resumes

Show Long-Term Thinking

Before becoming a founder, I spent years in the corporate world, hiring and leading marketing teams at companies like HSBC. My interview process has remained similar.

I spend the first 10 minutes chatting about the role and its importance for the company. The next 30 minutes are dedicated to assessing the candidate's cultural and technical fit. The last 10-15 minutes are equally crucial—this is the candidate's first opportunity to tell me what matters to them. It's also their chance to cross-interview and qualify whether my team and our company are the right match for them.

The best questions are the ones that show me what the candidate's ambition and goals are. For example, a recent graduate who was applying for our Growth Marketing Executive role asked a great question: "Where do you see this company in five years?" This one question showed me that the candidate is a long-term thinker and understands that the company's performance will impact their career as well. This gave me the sense that the graduate is ready to do great things if the company is too.

Adriana Lica, CoFounder, Stella

Create Personal Connection

This is one of the most important parts of the interview. Make sure you have time at the end of the interview for a few questions that aren't just one-word responses or factual answers. You want to focus your efforts on driving a real human connection. For example, it is important to ask the interviewer about their personal experience working for the employer you are interviewing for. How do they like the people, the culture, their job, the environment, and everything in between?

It's important to have some specific question about what they believe was the best event that happened to them at said employer. This allows the interviewer to open up and think as themselves instead of as the company. They might drop their guard a little to have a real conversation. This also creates a personal and memorable connection about your interview to ensure you get called back for a follow-up.

Nick Santora, Founder, aijobs.com

Demonstrate Commitment To Excellence

Asking, "How can I demonstrate that I'm fully prepared to meet and exceed our expectations in this role? What else can I share to give you confidence in my fit and readiness?" is powerful at the end of an interview for a few reasons:

• Shows Commitment to Excellence: By specifically asking how you can meet and exceed expectations, you demonstrate a high standard for yourself and your willingness to go above and beyond—a trait that hiring managers value.
   
• Signals Openness to Feedback: This question shows you're not only open to feedback but are also actively seeking it to ensure you're on the right track. It sets the stage for a proactive and adaptable attitude, which is appealing to most employers.
   
• Allows You to Address Any Gaps: It gives the interviewer a chance to share any concerns or doubts they might still have, giving you the opportunity to address them directly. This can be especially useful if they're on the fence about certain aspects of your fit for the role.
   
• Demonstrates Eagerness to Align with Goals: Asking this question shows you're already thinking about how you'll be successful in the role and how your work can align with the company's larger objectives. It reinforces your commitment to not just getting the job, but also thriving in it.

Ending with this question leaves a lasting impression that you're thoughtful, dedicated, and ready to hit the ground running.

Dr. Denise Turley, Vice President, Denise Turley Consulting

Understand Role's Impact On Mission

“How does this role contribute to the company's mission and goals?”

Asking this question at the end of an interview is a smart move because it shows you're thinking beyond the job description and want to understand the bigger picture. In my experience, candidates who ask this question show they're interested in making a meaningful impact rather than just ticking boxes. It tells the hiring manager that you're someone who values purpose and alignment with the company's direction.

Plus, understanding how the role fits into the company's overall mission gives you insight into how valued the position is within the organization. It also lets you assess whether the company's goals match your personal career values and aspirations. Ultimately, this question positions you as someone proactive and forward-thinking, who is genuinely invested in both personal and organizational success. That's the type of candidate any company would want on their team.

Ani Ghazaryan, Head of Content, Neptune.AI

Inquire About Company Culture

I believe asking "What is the company culture like?" is a crucial question for any job-seeker at the end of an interview. Understanding the company culture helps candidates gauge whether they would feel comfortable and thrive in that environment. Culture can significantly impact job satisfaction, collaboration, and overall productivity. For example, we emphasize creativity, innovation, and teamwork, so knowing whether a candidate aligns with those values is essential.

Furthermore, company culture influences how decisions are made, how feedback is received, and how employees interact with one another. By asking about culture, job seekers can assess if the organization fosters an inclusive and supportive atmosphere. It also signals to employers that the candidate is thoughtful about their fit within the team and is looking for a workplace where they can contribute meaningfully. I believe understanding company culture helps both parties ensure a mutually beneficial relationship, leading to higher retention rates and job satisfaction.

Gev Balyan, Founder, Ucraft

 

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