Questions to Ask at the End of an Interview: 25 Smart Examples That Impress Hiring Managers (2025)

Why Asking Questions Is Non-Negotiable

You've made it through the hardest parts of the interview. You've nailed your answers, built rapport, and demonstrated your qualifications. Then comes the moment that trips up more candidates than any other: "Do you have any questions for us?"

38% of job applicants fail interviews specifically because they don't ask good questions ¹. That's more than one in three candidates losing job offers not because of their skills or experience, but because they stayed silent when given a golden opportunity to stand out.

Here's why this matters so much: 43% of hiring managers are "much more likely" to hire candidates who display enthusiasm ². And asking thoughtful questions is the primary way to demonstrate that enthusiasm. It's not just about curiosity—it's about showing you've done your homework and are genuinely invested in the role.

The Numbers Don't Lie

Before diving into specific questions, let's understand what's really at stake:

• 47% of candidates fail interviews due to insufficient knowledge about the company—knowledge that often becomes apparent when they can't ask informed questions ¹
• 33% of hiring managers explicitly view asking relevant questions as a positive behavior that influences their decision ²
• 49% of hiring managers know within the first 5 minutes if a candidate is a good fit; asking strong questions at the end is one of your last chances to shift that initial impression ³
• The average interview success rate is just 20% (1 in 5 get an offer)—asking better questions is a differentiator that can beat those odds ³

How Many Questions Should You Ask?

The expert consensus is clear: 3 to 5 questions is the sweet spot ⁴.

• Fewer than 2 questions signals disinterest or lack of preparation
• More than 5-7 questions can be perceived as over-anxious or disrespectful of the interviewer's time
• Quality beats quantity—three thoughtful, tailored questions outperform ten generic ones

Three Formulas for Crafting Questions On-the-Spot

The most impressive questions aren't memorized from a list—they're built from frameworks you can adapt in real-time during any interview.

Formula 1: Research + Curiosity

Use this when you want to demonstrate you've done your homework while seeking deeper insight.

Template: "I noticed [observation from research]... and I'm curious how that impacts [team/role/strategy]?"

Examples:

• "I noticed you recently expanded into the European market. How has that impacted the marketing team's priorities for the next quarter?"
• "I read about your new AI initiative in the press release last month. How is that changing the day-to-day work of this team?"
• "I saw the company just closed a Series C round. How do you see that affecting growth plans for this department?"

Formula 2: Opinion + Insight

Use this to engage the interviewer personally and get past rehearsed corporate answers.

Template: "In your opinion, what is the [attribute: e.g., most underrated, most critical, most surprising] skill/quality that leads to success in this [role/team]?"

Examples:

• "In your opinion, what's the one soft skill that separates top performers from average performers on this team?"
• "What's something about working here that surprised you when you first started?"
• "What's your favorite part about working on this team?"

Formula 3: Visualize Success

Use this to plant a psychological seed of you already being in the role.

Template: "If I were to [start/join] tomorrow, what is the [number one thing/biggest priority] you would want me to focus on immediately?"

Examples:

• "If I joined next month, what would be the single biggest bottleneck you'd want me to help solve in my first 30 days?"
• "What would success look like for someone in this role after six months?"
• "If we're sitting here a year from now celebrating what a great 12 months it's been, what exactly did we achieve together?" ⁵

25 Questions Organized by Interviewer Type

Not all interviewers are looking for the same things. Here's how to tailor your questions based on who's across the table.

Questions for the Hiring Manager (8 Questions)

The hiring manager cares about results, team dynamics, and whether you'll make their life easier.

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

1. "What are the most immediate challenges or projects that need to be tackled in the first 90 days?" ⁷

1. "What specific gaps in the team's current skillset are you hoping this hire will fill?"

1. "How does the company evaluate success in this role, and what metrics are used?" ⁸

1. "What is your management style, and how do you like to communicate with your team?" ⁷

1. "What's the biggest challenge the team is currently facing?"

1. "How would you describe the team's dynamic during high-pressure periods?"

1. "What kind of people tend to thrive here, and who typically struggles?" ⁷

Questions for HR/Recruiters (6 Questions)

Recruiters focus on culture, process, and logistics. Keep questions broad and relationship-focused.

1. "How would you describe the company culture in your own words?"

1. "What is the rest of the hiring process timeline?"

1. "How does the company support professional development and upskilling?" ⁶

1. "What's the typical career path for someone in this role?" ⁸

1. "Are there opportunities for internal mobility or working on cross-functional projects?"

1. "What do employees seem to value most about working here?"

Questions for Peers/Team Members (6 Questions)

Team members give you the real, unfiltered view. Ask about daily reality and dynamics.

1. "What's the most challenging part of working on this team?"

1. "How does the team communicate and collaborate, especially in a hybrid/remote setting?" ⁶

1. "Can you tell me a story about something that would only happen here?" ⁹

1. "How does the team handle conflict or disagreement? Can you give an example?" ⁸

1. "If you could change one thing about the team or company, what would it be?" ¹⁰

1. "What surprised you most about the role when you first started?"

Questions About Company Direction (5 Questions)

1. "Where do you see the company in the next 5 years, and how does this team contribute to that vision?" ⁸

1. "I read about [recent news/launch]; how does this impact the department's goals for the coming year?" ⁷

1. "What are the biggest opportunities or threats facing the company right now?" ⁸

1. "How has the company adapted to changes in the industry over the past few years?"

1. "What's one thing the company is doing differently than competitors?"

The "Callback" Technique: Your Secret Weapon

One of the most impressive things you can do is reference something the interviewer mentioned earlier in the conversation. This shows active listening and genuine engagement.

How it works:

1. Listen for specific pain points, challenges, or initiatives mentioned during the interview
2. Abandon your prepared questions if something more relevant came up
3. Reference their exact words when asking your question

Example:

If the manager mentioned "tight deadlines" during the interview, you might say:

"You mentioned tight deadlines earlier—I'm curious how the team currently prioritizes when multiple projects are due simultaneously?"

This approach demonstrates:

• You were listening, not just waiting for your turn to talk
• You can think on your feet
• You're already problem-solving

What Not to Ask (And When to Ask It Instead)

Using AI to Prepare Better Questions

Modern AI tools can help you prepare more targeted questions in minutes:

1. Paste the job description into an AI tool and ask it to identify the top 3 challenges this role likely addresses
2. Input company news and ask for questions that connect recent developments to the role
3. Analyze the interviewer's LinkedIn profile to find shared interests or talking points
4. Practice your questions out loud using AI voice tools to refine your delivery

Tools like HiredKit can analyze job descriptions and help you generate tailored questions that demonstrate genuine insight into the role.

The Bottom Line

The questions you ask at the end of an interview aren't just a formality—they're a strategic opportunity to:

• Demonstrate enthusiasm (which 43% of hiring managers prioritize)
• Show you've done your research (avoiding the 47% who fail due to insufficient preparation)
• Differentiate yourself from the 38% who don't ask good questions
• Evaluate whether this role is right for you (the interview is mutual)

Remember: The goal isn't to ask the "perfect" question. It's to show genuine curiosity, strategic thinking, and authentic interest in the role. Use the frameworks, tailor to your interviewer, and you'll stand out from the crowd.