LumaResume

50+ Insightful Questions to Ask Interviewers

Tailor questions to engineering managers, peers, and executives. Show engagement and evaluate fit.
Company Research

LumaResume Team

Dec 14, 2024

12 min

50+ Insightful Questions to Ask Interviewers

"Do you have any questions for me?"

This isn't just interview politeness—it's your chance to evaluate fit, demonstrate research, and stand out from candidates who ask generic questions or worse, nothing at all.

Here's the reality: The questions you ask are just as important as the answers you give. Interviewers form impressions based on your curiosity, preparation, and strategic thinking. Great questions reveal you've done your homework, understand the business, and are seriously evaluating this opportunity.

Bad questions signal disinterest ("What does your company do?") or focus only on personal benefits ("How many vacation days?"). Great questions spark engaging discussions, show thought leadership, and help you uncover red flags before accepting an offer you'll regret.

This guide provides 50+ tailored questions organized by interviewer type, with guidance on when to ask what and how to interpret responses.

Why Your Questions Matter

They Reveal Your Priorities

The questions you ask signal what you care about:

  • Ask about growth → Shows ambition
  • Ask about team culture → Shows you value collaboration
  • Ask about tech stack → Shows you're technical and detail-oriented
  • Ask only about perks → Might signal you're not serious about the work

They Uncover Red Flags

Interviewer answers (or evasiveness) reveal:

  • High turnover: "How long has your team been here?" → "Oh, most joined in the last 6 months..."
  • Unclear vision: "What's the roadmap?" → Vague non-answer
  • Poor culture: "How would you describe the work-life balance?" → Hesitation or defensiveness

They Create Memorable Moments

A thoughtful question can shift an interview from "fine" to "impressive":

  • Generic: "What's a typical day like?"
  • Memorable: "I read about your initiative to reduce customer churn by 20%. What role would this position play in that effort?"

💡 Pro Tip: Prepare 8-10 questions, but don't ask them all robotically. Choose 3-5 based on the flow of conversation and who you're speaking with. Quality > quantity.

Questions for Hiring Managers

Hiring managers evaluate cultural fit, leadership potential, and how you'll perform in the role. Ask about team dynamics, challenges, and expectations.

Role & Expectations

1. "What does success look like in this role in the first 30, 60, and 90 days?"

  • Why it's great: Shows you're results-oriented and want clear goals
  • What to listen for: Specific milestones vs. vague answers

2. "What are the biggest challenges the person in this role will face in the first 6 months?"

  • Why it's great: Reveals obstacles and whether they're realistic about difficulty
  • Red flag: If they say "No challenges" or seem unprepared for this question

3. "What does a typical day or week look like in this position?"

  • Why it's great: Concrete understanding of day-to-day work
  • What to listen for: Balance of meetings vs. deep work, variety of tasks

4. "How will my performance be measured, and how often will we discuss progress?"

  • Why it's great: Shows accountability and desire for feedback
  • Red flag: No clear metrics or "We don't really do formal reviews"

5. "Why is this position open? Is it a new role or a backfill?"

  • Why it's great: Reveals growth (new role) vs. potential turnover (backfill)
  • Follow-up if backfill: "What's the team hoping to see in the next person that was different from the last?"

Team & Culture

6. "Can you tell me about the team I'd be working with? What are their backgrounds and strengths?"

  • Why it's great: Shows you care about collaboration
  • What to listen for: Manager knows their team well and speaks positively

7. "How would you describe your management style?"

  • Why it's great: Helps assess fit with how you work best
  • What to listen for: Self-awareness, flexibility, specific examples

8. "What do you enjoy most about managing this team?"

  • Why it's great: Gets them talking personally, reveals passion (or lack thereof)
  • Red flag: Hesitation or overly corporate answer

9. "How does this team handle disagreements or differing opinions?"

  • Why it's great: Reveals conflict resolution culture
  • Red flag: "We don't really have disagreements" (unrealistic) or "Leadership decides" (top-down culture)

10. "What's one thing you wish you could change about the team or how it operates?"

  • Why it's great: Invites honesty, reveals self-awareness
  • What to listen for: Willingness to acknowledge improvement areas

Growth & Development

11. "What opportunities are there for professional development and growth?"

  • Why it's great: Shows long-term thinking
  • What to listen for: Specific programs, budgets, mentorship, vs. generic "We promote from within"

12. "Can you share an example of someone who started in this role and grew within the company?"

  • Why it's great: Validates that growth actually happens
  • Red flag: Can't think of examples or says "Most people stay in this role"

13. "How do you approach career development conversations with your team?"

  • Why it's great: Shows they're proactive about growth
  • What to listen for: Regular 1-on-1s focused on development, not just tasks

Company & Vision

14. "How does this role contribute to the company's overall strategy for [specific goal from research]?"

  • Why it's great: Shows you researched the company and think strategically
  • Example: "I saw the company is focusing on expanding into the healthcare vertical. How does this role support that?"

15. "What excites you most about the company's direction over the next year?"

  • Why it's great: Forward-looking and positive
  • What to listen for: Genuine excitement vs. rehearsed talking points

Questions for Peers / Team Members

Peers give you the real story about culture, workload, and day-to-day life. They're often more candid than managers.

Day-to-Day Reality

16. "What's your favorite part about working here?"

  • Why it's great: Opens the door to honesty
  • Red flag: Long pause or struggle to answer

17. "What's been the most surprising thing about working here—good or bad?"

  • Why it's great: Invites candid insights
  • What to listen for: Cultural quirks, unexpected positives, or honest challenges

18. "How would you describe the work-life balance on this team?"

  • Why it's great: Direct question about burnout risk
  • Red flag: Defensive tone, "We work hard but play hard" (code for long hours), or dodging the question

19. "Walk me through a recent project you worked on—what was your role and how did it go?"

  • Why it's great: Concrete example of their work and collaboration
  • What to listen for: Ownership, team dynamics, challenges, and outcomes

20. "How much of your time is spent in meetings vs. focused work?"

  • Why it's great: Reveals whether there's time for deep work
  • Red flag: "Mostly meetings" unless that's the nature of the role

Collaboration & Tools

21. "How does the team collaborate? What tools do you use?"

  • Why it's great: Practical understanding of workflows
  • What to listen for: Modern tools vs. outdated systems, clarity in processes

22. "How does the team handle remote/hybrid work (if applicable)?"

  • Why it's great: Reveals whether remote is truly supported
  • Red flag: "We prefer everyone in the office" if role was advertised as hybrid

23. "How are decisions made on the team? Is it collaborative or top-down?"

  • Why it's great: Reveals autonomy and team dynamics
  • What to listen for: Input is valued vs. "We execute what leadership decides"

Growth & Support

24. "What's been your career path here? How has the company supported your growth?"

  • Why it's great: Real example of development opportunities
  • Red flag: "I've been in the same role for 5 years with no movement"

25. "If you could change one thing about working here, what would it be?"

  • Why it's great: Invites honesty about pain points
  • What to listen for: Willingness to share (sign of psychological safety) vs. overly guarded responses

Questions for Executives / Senior Leadership

Executives evaluate strategic thinking and culture fit at a higher level. Ask about vision, company priorities, and industry positioning.

Strategy & Vision

26. "What are the company's top priorities for the next 12-18 months?"

  • Why it's great: Shows you think about business strategy
  • What to listen for: Clear priorities vs. scattered focus

27. "How do you see the company's competitive position evolving in the next few years?"

  • Why it's great: Demonstrates industry awareness
  • What to listen for: Realistic assessment of strengths and threats

28. "What's the biggest challenge the company is facing right now, and how is leadership addressing it?"

  • Why it's great: Shows you're comfortable discussing challenges
  • What to listen for: Transparency and clear action plans

29. "How has the company's mission or strategy evolved since you joined?"

  • Why it's great: Reveals adaptability and exec's tenure/perspective
  • What to listen for: Growth, learning, strategic pivots

Culture & Values

30. "How would you describe the company culture, and how do you actively shape it?"

  • Why it's great: Gets beyond platitudes to specific actions
  • What to listen for: Concrete examples vs. buzzwords

31. "What do you look for when hiring people to join this company?"

  • Why it's great: Reveals what they value most
  • What to listen for: Skills vs. culture fit, growth mindset, specific traits

32. "Can you share an example of how the company has lived out its values in a difficult situation?"

  • Why it's great: Tests whether values are real or just wall art
  • What to listen for: Specific story vs. vague generalizations

Your Impact

33. "If I excel in this role, what kind of impact could I realistically have on the company?"

  • Why it's great: Shows ambition and desire for meaningful work
  • What to listen for: Tangible examples of influence

34. "What excites you most about the future of this team or department?"

  • Why it's great: Invites passion and forward-thinking
  • What to listen for: Genuine enthusiasm

Questions for HR / Recruiters

HR focuses on logistics, benefits, and process. Save compensation questions for later rounds or after an offer.

Role & Process

35. "What's the timeline for next steps in the hiring process?"

  • Why it's great: Shows you're organized and planning ahead
  • What to listen for: Clear timeline vs. vague "We'll be in touch"

36. "What are the most important skills or qualities you're looking for in the ideal candidate?"

  • Why it's great: Helps you tailor later responses
  • What to listen for: Alignment with your strengths

37. "Why is this role important to the company right now?"

  • Why it's great: Context on business needs
  • What to listen for: Strategic importance vs. "We just need bodies"

Benefits & Logistics (Save for Later Rounds)

38. "Can you walk me through the benefits package? (Healthcare, 401k, PTO, etc.)"

  • When to ask: After they've expressed strong interest or in final rounds
  • Not in first interview: Can seem premature

39. "What does the onboarding process look like for new hires?"

  • Why it's great: Shows you're thinking ahead to starting
  • What to listen for: Structured program vs. "You'll shadow someone for a day"

40. "How does the company support work-life balance? (Flexible hours, remote work, etc.)"

  • Why it's great: Important practical information
  • When to ask: Mid to late interviews, not first round

Advanced Questions (For Senior or Specialized Roles)

If you're interviewing for leadership, technical, or strategic roles, ask deeper questions.

For Leadership Roles

41. "What's the team's biggest strength, and where do you see the most opportunity for growth?"

  • Why it's great: Shows diagnostic thinking

42. "How much autonomy will I have in shaping the team's strategy and priorities?"

  • Why it's great: Clarifies decision-making authority

43. "What's the relationship like between this team and [related department]?"

  • Why it's great: Uncovers cross-functional dynamics

For Technical Roles

44. "What's the tech stack, and are there plans to evolve or modernize it?"

  • Why it's great: Shows technical curiosity
  • What to listen for: Investment in modern tools vs. legacy systems

45. "How does the team balance technical debt with new feature development?"

  • Why it's great: Reveals engineering maturity
  • Red flag: "We don't have time for tech debt" (future burnout)

46. "What does the code review and QA process look like?"

  • Why it's great: Quality and collaboration standards
  • What to listen for: Thoughtful processes vs. "We move fast and break things"

For Strategic/Business Roles

47. "How does this role collaborate with product, sales, or [other key departments]?"

  • Why it's great: Cross-functional awareness

48. "What metrics or KPIs will define success for this role?"

  • Why it's great: Shows data-driven thinking

49. "How has the company's customer base or market positioning changed in the past year?"

  • Why it's great: Business acumen and market awareness

Questions to Avoid (They Make You Look Bad)

❌ "What does this company do?"

  • Why it's bad: Shows you didn't do basic research
  • Fix: Research the company thoroughly before the interview

❌ "How much does this job pay?" (First interview)

  • Why it's bad: Premature focus on money over fit
  • Fix: Wait for them to bring up compensation or save for final rounds

❌ "Do I have to work weekends/nights?"

  • Why it's bad: Signals you're looking for minimal effort
  • Fix: Ask about work-life balance or team norms more generally

❌ "When will I get promoted?"

  • Why it's bad: You haven't even started yet
  • Fix: "What does career growth typically look like for someone in this role?"

❌ "How soon can I work remotely full-time?" (If not established as remote)

  • Why it's bad: Can seem presumptuous before you've proven yourself
  • Fix: Ask about flexibility or remote policies more generally

How to Ask Questions (Delivery Tips)

Tailor to the Interviewer

  • Hiring Manager: Role specifics, team dynamics, challenges
  • Peers: Day-to-day reality, culture, honest pros/cons
  • Executives: Strategy, vision, company direction
  • HR: Process, benefits (later rounds), logistics

Read the Room

  • If conversation is flowing naturally, weave questions in rather than making it feel like an interrogation
  • If they're short on time: "I have several questions but want to be respectful of your time. What's most important to you that I ask?"

Take Notes

  • Shows you're engaged and thoughtful
  • Helps you remember answers when comparing offers
  • Signals professionalism

Listen Actively

  • Don't just wait for your turn to ask the next question
  • Ask follow-ups based on their answers: "That's interesting you mentioned X—can you expand on that?"

Common Mistakes to Avoid

❌ Mistake #1: Asking No Questions

Why it fails: Signals lack of interest or preparation

Do this instead: Always have 3-5 questions ready, even if the interview covered most topics

❌ Mistake #2: Only Asking About Benefits/Perks

Why it fails: Makes you seem more interested in perks than the work

Do this instead: Lead with 2-3 questions about the role, team, or company. Save benefits for later rounds.

❌ Mistake #3: Asking Questions Already Answered

Why it fails: Shows you weren't listening

Do this instead: Take notes during the interview and cross off questions as they're answered

❌ Mistake #4: Asking Yes/No Questions

Why it fails: Leads to short, unhelpful answers

Do this instead: Use open-ended questions starting with "How," "What," "Why," or "Can you tell me about..."

Bad: "Is there room for growth?"
Good: "What does career growth typically look like for someone in this role?"

❌ Mistake #5: Interrogating Instead of Conversing

Why it fails: Feels robotic and transactional

Do this instead: Weave questions naturally into the conversation. Respond to their answers with follow-ups.

Practice Exercise

Your Turn: Craft 3 Tailored Questions

Based on a real job you're applying for:

1. Research Question:
Find something specific about the company (recent news, product launch, initiative) and ask how this role relates.

Example: "I saw [Company] recently launched [Product]. How does this role support that initiative?"

2. Manager Question:
Pick one question from the Hiring Manager section that aligns with your priorities (growth, culture, challenges).

3. Peer Question:
Choose one that reveals day-to-day reality or work-life balance.

Write them down and bring them to your next interview.

Key Takeaways

  1. Questions are as important as answers: They demonstrate curiosity, preparation, and strategic thinking
  2. Tailor to the interviewer: Managers, peers, and executives require different question types
  3. Ask open-ended questions: "How," "What," "Why" beats yes/no questions
  4. Uncover red flags: Evasive answers, lack of specifics, or defensiveness are warning signs
  5. Avoid generic or premature questions: Research the company and save comp/benefits for later rounds
  6. Prepare 8-10, ask 3-5: Quality over quantity—choose based on conversation flow
  7. Listen and follow up: Great questions lead to great discussions

Next Steps

  1. Review the job description and identify 2-3 priorities to ask about
  2. Research the company and find a recent initiative or challenge to reference
  3. Draft 8 questions covering role, team, growth, and company vision
  4. Practice delivery with a friend or mentor—make it conversational, not scripted
  5. Read our guide on Company Research Checklist to prepare deeper questions

Remember: Interviews are two-way evaluations. Your questions reveal whether this opportunity aligns with your goals and values. Ask thoughtfully, listen carefully, and trust your instincts about the answers you hear.