How to Answer 'Do You Have Any Questions for Me?' in an Interview Like a Pro

Do not index

If there’s one question you can be certain will come up during an interview, it’s this: “Do you have any questions for me?”

It might seem like a casual way to wrap things up, but as a hiring manager who has conducted countless interviews, I can tell you this: your response to this question can make or break your chances.

I’ve seen candidates who were almost a shoo-in lose momentum, and others turn around a lukewarm impression into a positive one—all because of how they approached this moment.

Just like the infamous “Tell me about yourself”, this question demands preparation. But here's why most candidates approach it the wrong way.

Why Most Candidates Miss the Mark

Let’s start with what not to do. The most common advice you'll hear (even from AI) is to ask questions like:

“What are some of the biggest challenges the team is facing?”

“What’s the vision of the company?”

“Where do you see the company in five years?”

These sound good on paper, but they often backfire. Why?

Because as a hiring manager, it feels regurgitated and generic—as if the candidate read a list of “smart questions to ask in interviews” and picked the safest options. It doesn’t show genuine interest in the company or the role; it shows that you’re going through the motions.

What Makes a Great Question?

A great question should:

Be practical and role-specific

Show you care about the realities of the job, not just the big-picture fluff.

Demonstrate curiosity about the way the company works

Signal that you're thinking about how you’ll contribute effectively.

Help you evaluate if this role is the right fit for you

After all, interviews are a two-way street.

Many candidates think they need to ask about the biggest challenges the team is facing. However, most of those challenges are already outlined in the job description. If they’re hiring you, it’s because they believe you have the skills to solve those problems. Similarly, questions about the company’s vision or stock performance are often publicly available information. You’re expected to have done your research ahead of time. Rehashing these topics shows you haven’t dug deeper into what truly matters.

What You Should Ask Instead

Focus on the practical, structural, and cultural aspects of the role—things that will impact how you work day-to-day. Here are examples of insightful questions:

Team and Reporting Structure:

“Can you tell me more about the team structure and who I’d be working closely with?”

“What is the reporting hierarchy for this role?”

Collaboration and Decision-Making:

“How do product and engineering teams collaborate here?”

“What’s the balance between top-down decision-making and bottom-up initiatives?”

“How are priorities typically set across teams?”

Culture and Ways of Working:

“What does success look like for someone in this role during the first 90 days?”

“How does the team ensure autonomy while staying aligned with broader company goals?”

These kinds of questions:

Show that you’re thinking critically about how you’ll function within the company.

Signal that you understand what it takes to succeed in a collaborative environment.

Give you valuable insights into whether this role and team are the right fit for you.

The Key Rule: Avoid Public Information

If something is already available in public domains—like the company’s vision, recent financial performance, or headline challenges—don’t ask about it. Instead, ask about processes, structure, and culture—things that will directly impact your day-to-day experience and performance.

Final Thoughts

The question “Do you have any questions for me?” isn’t just a courtesy. It’s a final chance to demonstrate your thoughtfulness, curiosity, and understanding of the role. Use it wisely.

By focusing on practical and meaningful questions, you’ll leave a lasting impression that shows you’re not just prepared for the interview—you’re prepared for the job.