10 Best Questions to Ask at the End of an Interview

Job interviews aren’t just about answering questions — they’re your chance to ask them, too. The best candidates use this moment to show genuine curiosity, assess whether the company is a good fit, and leave a strong final impression.

Asking thoughtful questions at the end of an interview helps you learn more about the team, company culture, and expectations for the role. It also demonstrates preparation, confidence, and interest — traits that employers remember long after you walk out the door.

In this guide, we’ve compiled 10 of the best questions to ask at the end of a job interview. These questions are based on insights from hiring experts and professionals from Indeed, Harvard Business Review, Virginia Tech, and San Jose State University.

Main Takeaways

• Demonstrate engagement and preparation by asking thoughtful questions that show genuine interest and research into the organization. 

• Focus on impact and expectations, which highlights your proactive mindset and desire to exceed expectations. 

• Clarify fit and logistics with questions that provide practical insights into daily responsibilities and keep you informed about the hiring timeline. 

Top 10 Questions to Ask an Interviewer

1. What is your favorite thing about working for this company? 

Why it works: Builds rapport and reveals insider perspectives on culture and employee satisfaction. 

• Tip: Listen actively to the interviewer’s tone and specifics to gauge genuine enthusiasm versus canned responses. Follow up with, “That’s interesting, could you share an example?” to deepen the conversation. 

• Caveat: Avoid asking if the interviewer seems disengaged or if the company has public issues (e.g., recent layoffs), as it may put them on the spot.  

2. How would you describe the company/department/team culture? 

Why it works: Shows you prioritize cultural fit and uncovers day-to-day work dynamics. 

• Tip: Frame it positively, e.g., “I’m excited to learn more about the culture here—what stands out to you?” This invites storytelling. 

• Caveat: If the job description or company website heavily emphasizes culture, focus on the department or team on which you’d be working. You can also reference their materials, e.g., “I saw [value] on your site—how does that play out daily?” 

3. What’s the most important thing I should accomplish in the first 90 days? 

Why it works: Clarifies early expectations and signals your focus on quick impact. 

• Tip: Take notes on their response to reference in follow-up communications, showing you’re proactive. 

• Caveat: Avoid if the interviewer already detailed onboarding or initial goals, as it may seem redundant. Rephrase to focus on priorities, e.g., “Beyond [mentioned goal], what’s the key to success early on?”  

4. What are the biggest challenges the company (or team) is facing right now? 

Why it works: Highlights your problem-solving mindset and reveals potential hurdles. 

• Tip: Tie your skills to their challenges in a follow-up, e.g., “You mentioned [challenge]; I’ve tackled similar issues by [example].” 

• Caveat: Don’t press if the interviewer seems hesitant, as they may not want to disclose sensitive issues. Pivot to a safer question about opportunities. 

5. How do you see this company evolving over the next five years? 

Why it works: Gauges long-term vision and aligns your career goals with the company’s trajectory. 

• Tip: Research the company’s strategic goals beforehand to ask a tailored version, e.g., “I read about [initiative]; how does that fit into your five-year vision?” 

• Caveat: Avoid this question when interviewing with early-stage startups where long-term plans may be vague. Focus on short-term growth instead. 

6. What does a typical day or week look like in this role? 

Why it works: Provides practical insights into responsibilities and confirms the job aligns with your expectations. 

• Tip: Use this to assess work-life balance subtly, e.g., “How does the team typically balance priorities in a week?” 

• Caveat: Don’t ask if the job description or interview already covered daily tasks in detail, as it may seem you weren’t listening. 

7. How could I “wow” you in the first few months on the job? 

Why it works: Shows initiative and invites specific feedback on exceeding expectations. 

• Tip: Frame it enthusiastically, e.g., “I’m excited to make an impact—any specific ways to stand out early?” This signals ambition. 

• Caveat: Avoid if the interviewer emphasized strict processes, as it may imply you’ll overstep boundaries. Rephrase to focus on meeting expectations. 

8. What are some examples of projects I would be working on? 

Why it works: Dives into specifics beyond the job description, revealing exciting opportunities. 

• Tip: Reference a project from your research to show preparation, e.g., “I saw [project] on your site—would this role contribute to similar initiatives?” 

• Caveat: Don’t ask when interviewing for highly technical roles where projects are confidential, as it may make the interviewer uncomfortable. Focus on general responsibilities instead. 

9. Can you tell me more about the team I’d be working with? 

Why it works: Uncovers collaboration styles and team dynamics for better interpersonal fit. 

• Tip: Ask this with genuine curiosity, e.g., “What’s the team’s dynamic like?” to encourage detailed responses about collaboration. 

• Caveat: Avoid if the interviewer already discussed the team structure, as it may seem repetitive. Instead, ask about specific team goals or challenges. 

10. What are the next steps in the hiring process and your timeline for a decision? 

Why it works: Demonstrates organization and eagerness while clarifying logistics. 

• Tip: Ask this as your final question to close the interview professionally and plan your follow-up. 

• Caveat: Don’t phrase it in a way that sounds impatient, e.g., “When will I hear back?” Instead, keep it neutral and process focused. 

Bonus Question: Do you have any hesitations about my qualifications or fit for this role that I could address? 

Why it Works: This is a bold and sometimes difficult question to ask, but it can surface and resolve doubts before the interview ends. It also shows that you can accept feedback and gives you a chance to address directly any lingering questions or concerns the interviewer might have. 

General Tips for Asking Questions

Tailor to Context: Research the company and role beforehand to customize questions, showing you’ve done your homework. 

Limit Quantity: Ask two or three questions to respect time constraints, prioritizing those most relevant to the role or conversation. 

Engage Actively: Smile, nod, and build on answers to show genuine interest and keep the dialogue natural. 

Prepare Extras: Have five to six additional questions ready in case some are answered during the interview. 

General Caveats

Avoid Salary/Benefits Questions: Unless the interviewer brings it up, these can signal you’re more focused on compensation than the role. 

Steer Clear of Generic Questions: Vague questions such as “What’s it like to work here?” may seem unprepared. Be specific to stand out. 

Read the Room: If the interviewer seems rushed, keep questions concise and prioritize logistics like next steps. 

Don’t Overdo It: Asking too many questions can seem overly aggressive or unfocused. Stick to impactful ones. 

Conclusion

Thoughtful questions asked at the end of an interview show genuine interest, can highlight your proactive mindset and desire to excel in the position, and provide practical insights into the role.  

These questions, tips, and caveats are designed to help you navigate the interview confidently while gathering critical insights to evaluate the opportunity.  

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FAQs | Frequently Asked Questions

What is the best question to ask at the end of an interview?

The best questions to ask at the end of an interview can cover the role, team, culture, growth, and next steps in the hiring process. Some experts recommend wrapping up with a question about the timeline of the hiring process. 

What are the 5 best questions to ask an interviewer?

Any questions that are tailored to the specific company and role to which you’re applying are good to ask in an interview. Some examples include:  

• What is your favorite thing about working for this company? 

• How would you describe the company/department/team culture? 

• What’s the most important thing I should accomplish in the first 90 days? 

• What are the biggest challenges the company (or team) is facing right now? 

• What are the next steps in the hiring process and your timeline for a decision? 

What are the three Cs of interview questions?

This framework focuses on what a hiring manager looks for in a successful employee:  

• Competence: The knowledge, skills, and abilities a candidate possesses to perform the job duties effectively.  

• Character: A candidate's work ethic, honesty, integrity, and how their actions align with the company's values.  

• Chemistry: How well a candidate fits into the company culture and works with the existing team members and the organization's overall environment.