What Are Some Questions to Ask During a Job Interview

Table of Contents

1. Introduction
2. Why Asking Questions Matters
3. How to Prepare Your Question Set
4. Core Categories of Questions and Why Each Matters
5. A Practical Framework to Build Your Question Set
6. Suggested Questions to Ask During a Job Interview
7. How to Phrase and Deliver Questions (with Scripts)
8. Reading the Answers: How to Evaluate What You Hear
9. Common Mistakes When Asking Questions (And How to Avoid Them)
10. Interview Formats: Tailoring Questions to Context
11. Using Questions to Build Your 30/60/90-Day Plan Live
12. Negotiation and Timing: When to Ask About Salary and Benefits
13. After the Interview: Questions to Ask in Your Follow-Up
14. Red Flags to Watch For
15. Integrating Global Mobility Considerations
16. Tools and Resources to Practice
17. Sample Interview Question Sequences for Different Goals
18. Putting It All Together: An Interview Checklist
19. Common Variations by Seniority
20. Mistake-Proofing Your Questions
21. Next Steps After You Leave the Room
22. Conclusion
23. FAQ

Introduction

Most candidates know the interview is as much a chance to evaluate the employer as it is to be evaluated. The question “Do you have any questions for me?” is rarely a courtesy; it’s a final measure of your curiosity, your cultural fit, and your ability to think strategically. Professionals who prepare clear, targeted questions leave stronger impressions, gather the intelligence they need to decide, and position themselves for quicker, more confident decisions—especially when their career ambitions include international mobility or relocation.

Short answer: Ask questions that uncover the true priorities of the role, the manager’s expectations, the team dynamics, and how the company supports growth and global movement. Prioritize questions that reveal measurable outcomes, onboarding expectations, career pathways, and any logistical support related to relocation or remote work.

This article’s purpose is to equip you with a practical roadmap: why specific questions matter, how to craft them for different interview stages and audiences, the exact questions you can use (categorized and adaptable), and how to evaluate the answers so you can make decisions that advance your career and international ambitions. You’ll also get a simple framework to create your own question set and guidance on what to avoid. By the end you will have a repeatable process that turns interview time into strategic discovery rather than a guessing game.

My coaching perspective blends HR, L&D, and career coaching experience—designed to help ambitious professionals move from stuck or uncertain to clear, confident, and action-oriented. Every recommendation here is intended to transform interview conversations into a roadmap for career progress and, when relevant, global mobility.

Why Asking Questions Matters

Questions Change the Power Dynamic

An interview is a two-way exchange; thoughtful questions shift you from applicant to informed partner. When you ask precise, evidence-oriented questions you demonstrate strategic thinking, initiative, and that you are evaluating fit as much as you’re being evaluated. This matters for hiring managers assessing cultural alignment and for you when determining whether the role will advance your career.

Questions Reduce Risk and Avoid “Shift Shock”

Accepting a job without probing the role is a common cause of regret. Asking about the first 90 days, success metrics, team turnover, and cross-border work expectations prevents surprises. If you plan to relocate or manage work across borders, questions about relocation support, visa sponsorship, and cross-time-zone collaboration are essential risk mitigators.

Questions Clarify Promotion and Development Pathways

Most people accept roles hoping to grow. But “growth” looks different across companies. By asking about performance review cycles, typical career progression, and training budgets, you understand whether the role is truly a stepping stone or a lateral plateau.

Questions Signal Values and Cultural Fit

Asking about leadership style, decision-making, team rituals, and remote work equity reveals how the company operationalizes its values. For global professionals, understanding how hybrid teams are managed across locations will tell you whether your ambitions to work internationally are supported.

How to Prepare Your Question Set

Start With an Outcomes-First Mindset

Before drafting questions, be explicit about what you want to learn. Choose 3–5 outcomes you need from the conversation—examples include clarity on responsibilities, measurable success criteria, development opportunities, team dynamics, and relocation logistics. Every question should tie back to at least one outcome.

Research Deeply, Then Prioritize Gaps

Research reduces the number of basic questions and makes your remaining questions smarter. Read the job description closely, review the company’s recent announcements, and scan the interviewer’s LinkedIn profile. Use your research to avoid asking questions whose answers are obvious and to craft specific follow-ups that indicate you’ve done your homework.

Map Questions to Interview Stages and Interviewers

Different questions fit different moments and people. Reserve strategic, role-specific, and logistical questions for the hiring manager. Ask culture and team questions to potential peers. Use recruiter conversations for process questions (timeline, compensation range, benefits basics). Tailoring your questions prevents awkwardness and maximizes the value of each exchange.

Prepare Adaptive Follow-Ups

Good interviewing is conversational. Plan follow-ups that dig into specifics: “Can you give an example?” “How will that be measured?” “Who else will I collaborate with on that?” These make answers actionable and reveal whether operational practices align with stated values.

Rehearse Short Scripts

For especially sensitive or nuanced questions—relocation, salary timing, visa support—prepare concise scripts that communicate your priorities without seeming transactional. Rehearse them aloud so they land naturally.

Core Categories of Questions and Why Each Matters

To build a robust question set, use categories that together reveal the role’s realities, the team’s functioning, the company’s trajectory, and the practical supports you’ll need.

Role & Day-to-Day Questions

Purpose: Clarify responsibilities, workload, and priority projects.

What these answers reveal: Whether the job matches the advertised scope, realistic workload expectations, and immediate priorities.

Success & Performance Questions

Purpose: Define how the company measures impact and whether you’ll get timely feedback.

What these answers reveal: Manager expectations, measurable goals, and alignment between daily tasks and the company’s performance metrics.

Team & Collaboration Questions

Purpose: Understand the people you’ll work with, reporting lines, and collaboration patterns.

What these answers reveal: Team chemistry, cross-functional reliance, and whether the environment supports your working style.

Manager & Leadership Questions

Purpose: Learn the leadership style, expectations, and how managers support growth.

What these answers reveal: Whether the manager’s style matches your needs for autonomy, feedback, and development.

Career Development & Mobility Questions

Purpose: Ascertain training budgets, promotion timelines, visibility, and international opportunities.

What these answers reveal: Whether the role is a tactical stop or a career accelerator—critical if you want to grow or move globally.

Culture & Values Questions

Purpose: Evaluate how stated values are operationalized, including remote/hybrid norms and inclusivity practices.

What these answers reveal: Daily experience, psychological safety, and whether your priorities (e.g., work-life balance, DEI) will be respected.

Logistics & Compensation Timing Questions

Purpose: Collect information about relocation support, visa sponsorship, benefits timing, and salary process.

What these answers reveal: Practical feasibility of accepting an offer and whether the employer is set up to support your global needs.

A Practical Framework to Build Your Question Set

Use this simple, repeatable framework to create a tailored question set for any interview. (This is the single numbered list in the article.)

1. Identify your top three decision drivers (e.g., career growth, remote flexibility, international mobility).
2. For each driver, write two targeted discovery questions that produce observable information or examples.
3. Prioritize: select one question from each driver, plus two general closing questions about next steps and timeline.

This three-step process keeps your set compact, targeted, and adaptable.

Suggested Questions to Ask During a Job Interview

Below is a categorized list of practical, adaptable questions you can use. Choose the ones that align with your decision drivers, and remember to adapt the wording to your voice and the role’s seniority. Use these as the foundation of your conversation and follow up with requests for examples and metrics.

• Role & Responsibilities:
  • What would a typical day or week look like for someone in this role?
  • Which projects will require immediate attention in the first 30 days?
  • Are there responsibilities not listed in the job description that the successful candidate will be expected to take on?
  • How do priorities change during the year and what seasonality should I be aware of?
• Success & Performance:
  • What does success look like at 30, 60, and 90 days?
  • Which KPIs or metrics will be used to evaluate my performance?
  • How frequently will performance feedback be provided and in what format?
  • Can you describe a recent success in this role and what made it successful?
• Team & Collaboration:
  • Who will I work with most closely and how are responsibilities divided among those stakeholders?
  • How would you describe the team’s strengths and current gaps?
  • Can you describe how cross-functional collaboration typically works here?
  • What communication tools and rituals does the team use to stay aligned?
• Manager & Leadership:
  • How do you prefer to give feedback and how often?
  • What’s your approach to delegation and decision-making?
  • How has the team evolved since you started managing it?
  • What are the leadership’s top priorities for this team over the next year?
• Career Development & Mobility:
  • What opportunities for professional development or stretch assignments exist?
  • What has been a typical career path for people who started in this role?
  • Does the company sponsor international moves or remote work across time zones, and how is that supported operationally?
  • How are training budgets allocated and how do employees access them?
• Culture & Values:
  • How would you describe the day-to-day culture here?
  • How does the company operationalize its stated values?
  • What initiatives exist to ensure remote and hybrid employees are treated equitably?
  • Can you share an example of how the company responded to employee feedback?
• Logistics & Practicalities:
  • What is the expected start date for this role?
  • If relocation or visa support is required, what does that process look like and what support is provided?
  • Is this role eligible for remote or hybrid work, and are there core hours or timezone expectations?
  • When does the salary and benefits discussion typically occur in the process?
• Closing & Process:
  • What are the next steps in the hiring process and the expected timeline?
  • Who else will I hear from and how should I follow up?
  • Is there anything in my background you’d like clarified that would help with your decision?
  • If offered the role, how much time would I have to respond?

Use these questions selectively—choose a balanced set that covers role clarity, performance expectations, team fit, and practical logistics. For global professionals, prioritize questions about cross-border support, relocation logistics, visa timing, and how performance is measured for distributed teams.

How to Phrase and Deliver Questions (with Scripts)

Neutral vs. Assertive Framing

Choose your tone based on seniority and culture. Neutral phrasing is safer for early interviews; assertive phrasing is appropriate for later-stage conversations with hiring managers.

Neutral example: “Can you describe what a typical first 90 days would look like for this role?”
Assertive example: “To make an immediate impact, my first 30 days would focus on X; what would you expect me to prioritize?”

Scripts for Sensitive Topics

When you need to ask about compensation timing, relocation, or visa sponsorship, be concise and professional.

Compensation timing: “Could you walk me through when compensation and benefits are typically discussed during your process?”
Relocation/visa: “This role would require [relocation/visa assistance] on my end—can you explain what support the company provides and any timelines I should know about?”

Follow-Up Prompts That Produce Evidence

After a high-level answer, ask for evidence: “Can you give a recent example?” “Who else was involved?” “How was success measured?” These prompts convert generic answers into actionable insight.

When the Answer Is Vague

If a response is vague or over-optimistic, ask: “What would be a concrete example or recent case where that worked?” If they cannot provide one, treat this as a potential red flag.

Reading the Answers: How to Evaluate What You Hear

When you listen to answers, assess along three dimensions: specificity, consistency, and signals of investment.

• Specificity: Detailed answers with examples and metrics indicate authenticity and operational maturity.
• Consistency: Align responses across interviewers. Discrepancies between recruiter and hiring manager answers warrant follow-up.
• Signals of Investment: Quick, specific responses about relocation, budgets, or development show the company has systems to support those areas; evasive answers often mean the processes are ad hoc.

Translate what you hear into a simple score: on communication, career support, culture fit, and logistical practicality. Use your three top decision drivers as weighting factors.

Common Mistakes When Asking Questions (And How to Avoid Them)

• Asking Things You Could Easily Have Found: Shows lack of preparation. Avoid questions whose answers are public or obvious from the job description.
• Asking Only About Perks or Salary Too Early: Save compensation details until the recruiter signals the conversation is near offer stage.
• Asking Yes/No Questions: Avoid closed questions; ask for examples and evidence.
• Making the Conversation About You Without Reciprocity: Your questions should be investigative, not transactional. Balance asserting your needs with curiosity about their operation.
• Not Adapting When the Interviewer Has Already Covered the Topic: Keep a mental backup of 3–5 alternate questions so you don’t repeat content.

Interview Formats: Tailoring Questions to Context

Phone Screen

Limit to broad questions about role priorities, timeline, and process. Use the phone screen to confirm mutual interest and secure a deeper conversation.

Example focus: timeline, hiring criteria, must-have skills.

Panel Interview

Distribute questions. Ask the hiring manager about expectations and the team about daily routines. Use behavior-focused questions to each panelist according to their role.

Example focus: role alignment, cross-functional processes, team collaboration.

Final Interview with Senior Leaders

Ask strategic, future-oriented questions: company direction, major priorities, and how this role contributes to business outcomes. Senior leaders appreciate candidates who link role performance to business impact.

Example focus: company strategy, metrics of success, long-term mobility opportunities.

Virtual Interviews

Be intentional about time and clarity. Use clear, concise questions and confirm follow-ups in email if time runs short. For cross-border roles, explicitly ask about time zone expectations and asynchronous work practices.

Using Questions to Build Your 30/60/90-Day Plan Live

When the interviewer asks if you have questions near the hiring manager, this is an opportunity to present a preliminary plan and invite feedback. That two-way exchange signals readiness and helps calibrate expectations.

Start by saying: “I’ve prepared a 30/60/90 view of how I would approach onboarding—may I share the highlights and get your feedback?” Then present 2–3 priorities per period and invite corrections. This turns your questions into an active negotiation about responsibilities and success metrics.

Negotiation and Timing: When to Ask About Salary and Benefits

Timing matters. Ask compensation-related questions only after you have a clear sense of the role’s scope and after the employer raises the subject—or during the recruiter stage when compensation bands are typically discussed. If you must ask earlier, frame it as a timeline question: “Can you confirm whether this role’s compensation falls within X range so I can consider alignment?”

For relocation and visa, ask as soon as mutual interest exists. These are not negotiation starters but feasibility questions. You need concrete answers before accepting an offer.

After the Interview: Questions to Ask in Your Follow-Up

Use follow-up email to clarify any outstanding items and to reaffirm fit. This is where you can request more details or offer additional materials.

Good follow-up lines include:

• “Thank you—one quick follow up on the relocation timeline you mentioned. Could you share the typical sponsorship timeframe so I can plan accordingly?”
• “I’d be happy to provide examples of similar projects I’ve led; which project format would be most useful for you?”

This is also a natural place to send tailored attachments (e.g., a one-page plan) that reinforce your readiness. If you want templates to polish your follow-up messages, use practical resources like resume and cover letter templates to present materials professionally. For structured help building your narrative and career plan, consider a course that helps create a clear, scalable plan to accelerate promotions and mobility. These tools make your follow-up both tactical and strategic.

• resume and cover letter templates (first use)
• build a structured career plan (first use)

Red Flags to Watch For

• Vague Answers About Success Metrics: If the hiring manager can’t say how success is measured, you’ll struggle to know what’s expected.
• Evasive Responses on Turnover: If interviewers minimize turnover without specifics, probe the causes.
• No Clear Onboarding Plan: A lack of a defined onboarding process usually means you’ll be left to sink-or-swim.
• Slow or Indeterminate Answers About Relocation/Support: For expatriate moves, unclear sponsorship or timelines are major risk factors.
• Leadership Avoids Culture Questions: If key leaders can’t or won’t discuss culture or values in concrete terms, that’s a warning sign.

Integrating Global Mobility Considerations

For professionals whose ambitions include working internationally, certain questions must be prioritized. In addition to the logistical questions earlier, ask about global career paths, relocation policies, and local support.

Examples to prioritize:

• How often have employees in this role transferred internationally or taken on cross-border responsibilities?
• What systems are in place to support payroll, tax, and benefits for international assignees?
• Who manages the relocation process and how is the assignee experience measured?

As you get these answers, weigh practical aspects—timeline for visa, tax implications, family support—alongside career benefits. Practical clarity reduces stress and helps you make informed decisions about international moves.

Tools and Resources to Practice

Practice makes questions feel natural and strategic. Record yourself asking questions and listening for natural follow-ups. Run mock interviews with peers and request feedback on tone and clarity. If you want structured support to build career confidence and a roadmap that integrates your global ambitions, consider resources that provide step-by-step frameworks and coaching support. And if you need templates to present your experience crisply, download professional materials to support your candidacy.

• resume and cover letter templates (second use)
• deepen your career skills (second use)

Sample Interview Question Sequences for Different Goals

Below are worded sequences you can adapt to different interview goals. Use them as scripts, then personalize.

Sequence for role clarity and impact: “Can you describe the top three priorities for this role over the next six months? Which one, if completed well, would have the most measurable impact? Who would I partner with to deliver that work?”

Sequence for career progression and mobility: “What have other people who started in this role gone on to do within the company? Are there formal or informal pathways for international assignments or cross-office moves?”

Sequence for team and culture fit: “How would you describe the team’s collaboration style? Can you give an example of a recent cross-team success and how the team handled conflicts or trade-offs during that project?”

Sequence for relocation feasibility: “If relocation support is provided, what does the package typically include, and how are timelines and approvals managed?”

Putting It All Together: An Interview Checklist

Before any interview, run through this internal checklist mentally:

• Three decision drivers identified and prioritized.
• One tailored question for each driver.
• Two backup questions not covered during the conversation.
• One closing question about next steps and timeline.
• A brief 30/60/90 talking point prepared to present if invited.

If you want help turning these mental steps into a personalized plan, you can schedule a discovery conversation to design a question set and an interview game plan tailored to your global ambitions. If you want a personalized roadmap, book a free discovery call.

Common Variations by Seniority

Entry-Level: Focus on learning opportunities, day-to-day responsibilities, and mentorship. Ask about onboarding, training, and typical first assignments.

Mid-Level: Prioritize influence and autonomy. Ask about decision-making authority, cross-functional impact, and promotion benchmarks.

Senior-Level: Ask more strategic questions—metrics tied to company goals, how the role shapes business outcomes, stakeholder expectations, and succession planning.

Mistake-Proofing Your Questions

• Keep them concise: Long multi-part questions are harder to answer.
• Prioritize clarity: Use language the interviewer can quickly map to operations.
• Avoid being defensive: Frame career or relocation inquiries as practical needs rather than demands.
• Capture answers: Take a brief note after the interview while the details are fresh so you can compare responses across interviews.

Next Steps After You Leave the Room

1. Quickly jot down the answers to your priority questions and note any follow-up needed.
2. Send a targeted thank-you note that includes one or two tailored follow-up questions or a brief piece of relevant evidence (a one-page plan, a relevant case study, or a clarifying point).
3. Cross-check answers across interviewers; if there are discrepancies, follow up with the recruiter for clarification.
4. Apply your decision drivers and scoring system to the combined information and set a deadline for your own decision.

If you’d like direct help creating a tailored 30/60/90 plan, refining the questions you’ll ask, or preparing scripts for sensitive topics like relocation and compensation, you can schedule a free discovery conversation to map these decisions to your long-term career goals. Book a free discovery call.

Conclusion

Asking the right questions during an interview is a professional skill that separates reactive candidates from strategic professionals. The questions you choose reveal not only your interest but your priorities, judgement, and ability to operate across contexts—particularly when those contexts include relocation or international responsibilities. Use the frameworks here to craft a short, targeted question set that aligns with your three top decision drivers, practice your scripts, and treat every interview as a structured discovery session.

If you are ready to build a personalized roadmap that aligns your interview strategy with an actionable career and mobility plan, book a free discovery call to start mapping your next move. https://www.inspireambitions.com/contact-kim-hanks/

FAQ

Q: How many questions should I have prepared for an interview?
A: Prepare 6–8 targeted questions: three tied to your top decision drivers, two backups, and a closing question about next steps. This gives you flexibility depending on how much the interview covers.

Q: When is it appropriate to ask about salary and benefits?
A: Discuss compensation when the recruiter asks about expectations or when the employer signals the conversation is nearing an offer. For practical feasibility (relocation, visas), ask as soon as mutual interest is established.

Q: What should I prioritize if I plan to work internationally?
A: Prioritize relocation support, visa sponsorship, tax and payroll handling, and how global assignments have been managed historically. Also ask about local onboarding support for international hires.

Q: How do I handle inconsistent answers from different interviewers?
A: Follow up with the recruiter asking for clarification on the specific point. Document the discrepancies and ask for examples or policies that reconcile the differences—this often reveals whether processes are formalized or ad hoc.