The Game-Changing Power of End-of-Interview Questions
You know that moment when the interviewer asks, "Do you have any questions for me?" It's not just a polite formality – it's your golden opportunity to flip the script and show what kind of professional you really are. As someone who's conducted hundreds of interviews over the past decade, I can tell you that questions to ask at the end of an interview often reveal more about a candidate than all their previous answers combined. One of my clients once told me something that stuck: "You learn more about candidates from the questions they ask than their answers." That's the truth right there.
Why Smart Questions Matter More Than You Think
Nearly every recruiter provides candidates with the opportunity to ask questions at the end of the interview, and here's what most hiring managers don't tell you – the best candidates ask the best questions. It's a two-way street, and the best interviews feel like conversations, not interrogations. Art Markman, a professor at the University of Texas at Austin, emphasizes that it's critical to understand what growth and career development will look like in the job. Meanwhile, career strategist John Lees suggests using a psychological trick where phrasing questions specifically about yourself helps hiring managers visualize you in the role, making it hard to let go of that image.
The numbers tell the story too. While it's common to ask three questions at the end of an interview, smart candidates prepare up to 10 great questions so they can choose the most appropriate ones for each situation. Executive headhunter Peter D'Autry notes that one of the biggest mistakes job candidates make is leaving empathy behind – and the right questions help you project that crucial connection with your interviewer.
The Strategic Approach That Works
Here's what I've learned from doing over a hundred interviews a month: questions to ask at the end of an interview should focus on key timeframes like the first 90 days, understanding what differentiates good performers from great ones, and getting clarity on office culture. Life and career coach Heather Kirkpatrick swears by asking about concerns or clarifications, while senior engineer recruiter Sief Khafagi at Facebook looks for candidates who want to own problems, not cause them. The secret is having two or three key messages decided in advance and understanding that companies want to hire people who demonstrate genuine interest in success and growth.
Now that you understand the strategic importance of end-of-interview questions, let's dive into the comprehensive collection that will transform your next interview. We're about to explore 176 best practice questions to ask at the end of an interview for 2024, organized by category to help you choose the perfect ones for any situation you'll encounter.
Because you're reading this article, you might be interested in the following article as well: Asynchronous Video Interview: Main Characteristics.
🏆 The list of TOP 176 questions to ask at the end of an interview in 2025
How would you describe the company's culture?
This is a great question to ask candidates when you're trying to understand if they’ll thrive in your environment. It helps you assess whether their own values and work style align with your team’s way of doing things.
Look for candidates who go beyond buzzwords like “collaborative” or “fast-paced” and offer specifics. Ask follow-up questions if needed, like "Can you give an example of how that culture shows up in day-to-day work?" You want to see whether their ideal workplace culture aligns with your reality.
Best practice: Use this question during phone screens or first-round interviews, and take note if the candidate shows an understanding of your brand or expresses enthusiasm for your values.
What is your favorite thing about working for this company?
Asking this question during your interview shows genuine interest in the company culture and helps build rapport with the interviewer. It's a smart way to shift the conversation into a more personal, open space where the interviewer can share their real experiences.
From a screening perspective, this question reveals what individuals value most about their workplace — whether it’s teamwork, flexibility, learning, or leadership. If multiple employees give similar positive answers, that’s a strong indication of an authentic company culture.
Best practice tip: Pay attention to how quickly and naturally the interviewer responds. A clear, enthusiastic answer is a green flag. If they struggle or sound rehearsed, it might be worth digging deeper into the company’s work environment.
Use this question to decide if the company’s best qualities align with what matters most to you.
How do you see this company evolving over the next five years?
Asking this question tells the interviewer that you're interested in the future of the company and how your professional growth will align with the growth opportunities at the company.
This is a great question for screening candidates because it reveals how much homework the applicant has done. A well-prepared candidate will reference recent company news, industry shifts, or upcoming projects.
What to look for in a candidate's response:
- Understanding of the company’s current position in the market
- Awareness of industry trends and potential challenges
- Alignment between company growth and their career goals
Red flags to watch out for:
- Vague or generic predictions with no real research
- Overly ambitious assumptions without realistic context
- Focus only on personal gain, rather than team or company-wide growth
Best practice: Evaluate if the candidate’s vision complements your organization’s five-year strategy. Candidates who are future-focused and informed are more likely to be committed and invested in long-term success.
How do you think the company defines and demonstrates its values?
Asking this question helps uncover how well a candidate understands your company culture. It also shows whether they did their homework before the interview.
Candidates who answer thoughtfully are likely to:
- Have researched your website, social media, or employee reviews.
- Be genuinely interested in cultural fit, not just the job description.
- Want alignment between their personal values and your organization’s mission.
Best practice: Listen for specific examples in their response. Are they referencing your core values in action, such as community service, innovation, transparency, or sustainability? General answers like “I think you care about teamwork” without context may signal a lack of preparation.
Tip: If they ask follow-up questions about values or culture, that’s a strong sign they’re truly invested in joining the right team.
What qualities and attributes make for a successful employee in this company?
Asking this question helps you understand the core values and expectations of the company. It gives you insight into the culture and what kind of people thrive there. This is especially useful when you're trying to match someone's personality and work ethic with the company's environment.
Best practice: Look for answers that highlight not just technical skills, but also soft skills like adaptability, communication, and teamwork. This helps you identify candidates who align with both the role and the company's long-term vision.
It also shows the company whether the candidate is serious about not just getting the job — but staying and growing with the business.
Who do you consider your top competitor, and why?
Asking candidates this question can help you spot whether they've done their research on your company and industry. A strong candidate will not only be able to name at least one of your competitors but also explain why they consider them a competitor—this shows critical thinking and industry awareness.
What to listen for:
- Knowledge of the industry landscape
- Awareness of your company's unique selling points
- Understanding of market positioning and trends
- Strategic thinking
Best practice: Look for candidates who take this beyond naming names. The best responses connect your competitor’s strengths or strategies to your own company’s position in the market. This can show that the candidate is already thinking like part of your team. It's a great way to evaluate motivation, interest, and insight all in one question.
What are the biggest challenges the company is facing right now?
This question helps reveal how well a candidate understands your business and the wider industry. If they’ve done their research, they’ll have ideas about the struggles your company may be facing—whether that’s market competition, changing technology, or internal workflow.
It also gives insight into how a candidate thinks strategically. Are they just guessing? Or do they show a thoughtful understanding of key business issues? Strong candidates might even suggest how they could help tackle these challenges, showing their problem-solving mindset.
Best Practice Tip: Look for candidates who not only identify relevant challenges but also ask smart follow-up questions. This shows initiative and curiosity—two traits that are key in any high-performing employee.
How is the company addressing these challenges?
Asking this question helps you understand how proactive and strategic the company is when facing its key issues. Good candidates won't just identify problems—they'll want to be part of a solution. This question also shows you whether they've researched the business environment and are thinking critically about where they might contribute.
Look for answers that:
- Acknowledge the specific challenges (market pressure, scaling teams, new competitors, etc.)
- Show leadership involvement or cross-functional efforts
- Mention future plans or strategies already in motion
- Reflect a transparent and adaptable culture
A thoughtful answer here often reveals more than just problem-solving—it shows how the company communicates internally and if they’re moving in a clear direction. Best practice: Encourage follow-up questions to explore how different teams contribute to solving these challenges. This can promote a deeper, more authentic conversation during the interview.
What do you think encourages employees to stay at this company?
Asking this question gives you insight into the company's culture, values, and how the team feels about working there. You’ll get a sense of what motivates people to stay—whether it’s career growth, job stability, or a strong team dynamic.
Hiring managers should pay close attention to how candidates interpret this question. Are they looking for a meaningful culture? Recognition? Leadership support? Their answer can reveal what they value most in a workplace and how that aligns with what your company offers.
Best practice tip: Notice if the candidate refers to real examples or past experiences. Look for a thoughtful response that shows they’re not just looking for a paycheck—they're thinking about long-term fit and fulfillment.
Can you elaborate on the day-to-day responsibilities of this job?
This question helps candidates get a clear picture of what they will actually be doing day-to-day. It's especially important for positions that are cross-functional or involve wearing multiple hats. By asking this, you're encouraging the hiring manager to describe the real flow of the workday — not just what's on the job description.
Best practice: Look for answers that explain tools used, teams they’ll work with, and how success is measured each day. This gives insight into how hands-on the role is, if it’s more strategic or operational, and whether it matches the candidate’s expectations.
As a hiring manager, you’ll also benefit. It lets you judge if the candidate truly understands the role, and whether they’re likely to stay engaged in the actual tasks involved. Make sure your answer is specific, not vague. Break it down into:
- Types of tasks they’ll work on each day
- Regular meetings or collaboration with other teams
- Metrics or targets they’re expected to hit
Screening for understanding at this level ensures a better fit — and saves time down the line.
Who would I be reporting to?
This is a simple yet insightful question that helps candidates understand the structure of your company and where they’ll fit in. It also shows their interest in how the team operates and how communication flows.
Hiring Tip: Always answer this clearly. Give them the exact title or name if possible. If the reporting structure is split—say, to a team lead and a project manager—explain that. When candidates know who they report to, they can better envision their day-to-day role and expectations.
Best practice: Describe the person’s role they'll report to, what that leader values, and how feedback typically flows. If the role involves cross-departmental collaboration or multiple bosses, be upfront and explain how that’s managed.
Understanding who they report to can help candidates gauge the level of support, autonomy, and opportunity they might have in the position.
Will I have an opportunity to meet the person I'd report to during the interview process?
This is a smart and important question. It shows the candidate is thinking ahead and wants to understand the leadership they’ll be working with. It’s also an indicator they care about team dynamics and culture fit.
Why it matters:
- Direct managers shape the day-to-day work experience.
- A strong working relationship with a supervisor can impact performance and job satisfaction.
- It reveals how transparent and organized the company's hiring process is.
What to look for in a response:
- If a candidate asks this, it’s a green flag—they’re proactive and thoughtful.
- If your process doesn’t currently include a meeting with the hiring manager, consider including it. Best practice is to give candidates a chance to meet at least their direct manager.
- A good company shows clear, open communication about who the team is and what the structure looks like.
Red flags:
- If the company avoids letting candidates meet managers or teams, candidates may see that as a red flag.
- Be clear and honest if that part of the process isn’t finalized.
Let the candidate know what to expect. It builds trust and keeps the best talent interested.
How would I collaborate with my supervisor?
Collaboration between an employee and their supervisor is key to achieving goals and smooth communication. This question helps interviewers understand how the candidate interacts with leadership, responds to direction, and fits in with different management styles.
Look for responses that show clear communication, openness to feedback, and a proactive approach to teamwork. A strong answer might include examples of past collaboration with supervisors, how they handled disagreements, or how they ensured alignment on goals.
Best practice: Ideal candidates will show that they not only follow guidance but also contribute ideas and keep an open line of two-way communication.
Red flags to watch for:
- Blaming supervisors for past difficulties
- Resistance to feedback
- Vague answers with no real examples
Understanding how a candidate works with a supervisor can clue you in on their fit within your existing team dynamics and leadership structure.
What do you think is the most challenging aspect of the job?
Asking this question helps you uncover how much the candidate understands the role and has thought about the potential demands of the position. It signals they’ve done their homework and aren’t expecting an easy ride.
The best candidates will:
- Show awareness of the job's reality
- Address how they plan to overcome those challenges
- Stay honest without sounding negative
Best Practice: Look for answers that balance confidence with humility. A good response shows the candidate isn't afraid to tackle difficulty and may even be motivated by it.
Comment:
This shows that you're fully aware that the role won't be without its challenges and gives you an idea of what to expect.
What does the ideal candidate for this role look like?
This is a powerful question that helps uncover the employer's true expectations beyond what's listed in the job description. When a candidate asks this, it shows they’re thinking about alignment — which is a great sign.
Listen for specifics. The hiring manager’s answer will reveal:
- Key skills and qualifications they truly value
- Soft skills or cultural traits they prioritize
- Day-to-day responsibilities they may not have listed
Some employers may reply with vague descriptions. If that happens, probe gently for details. It's important as a hiring manager to know exactly what you're looking for — and for candidates to understand that too.
Best practice tip: Document common traits successful hires have had in this role. Use that as part of your initial screening filter before the interview stage.
This question also allows you to see if the candidate self-evaluates during the response — that's a sign of self-awareness and a growth mindset.
Beyond the technical skills required to succeed in this role, what soft skills do you think will serve the company and position best?
This question helps you uncover how well the candidate understands the full scope of the role—and not just the task-based requirements. You're looking to see if they grasp the interpersonal, communication, or collaboration skills that drive success in your specific work environment.
Best practice: The ideal response will connect directly to your company culture and team dynamics. For example, if collaboration is crucial in your workplace, listen for mentions of teamwork, empathy, and the ability to listen and contribute. If your environment is fast-paced, look for adaptability, resilience, or initiative.
You want candidates to speak genuinely about soft skills that align with your values, not just throw out buzzwords. Also, strong responses often include a brief story showing how the candidate demonstrated that skill in a past role.
This question also tests self-awareness and emotional intelligence—two incredibly valuable traits that often separate the good from the great.
Comment:
The skills held important to the company can give you more insight into the culture and its management values, giving you a better opportunity to decide whether you would fit in.
Is this a new position? If not, why did the person before me leave this role?
This is a bold but smart question to guide candidate screening. It gives great insight into how candidates think about team dynamics and job stability. Their reaction to this question can show how thoughtful they are about company structure, job longevity, and potential red flags.
Why it's effective:
- It encourages transparency about the position’s history.
- It reveals whether the candidate is thinking long-term.
- It opens the door to spotting potential issues early (e.g., high turnover).
Best practice: Look for candidates who stay calm and curious when asking this. It shows emotional intelligence. Ideally, they’ll ask follow-up questions or reflect on how past employee transitions might affect them. This kind of thoughtful digging is a green flag in hiring.
How have people previously succeeded in this role?
Asking this question gives candidates a clear picture of what success actually looks like in this position. It allows them to understand the expectations, key responsibilities, and the behaviors that are valued in the company.
For hiring managers, it's a great way to gauge if the candidate is interested in aligning themselves with proven paths to success. This shows motivation and the willingness to learn from others' experience.
Best practice tip: Look out for candidates who follow up by asking what kinds of results were achieved, or what specific actions led to success in the past. That’s a sign of someone who wants to model high performance. It also shows that they’re focused on outcomes, not just tasks.
How has this position evolved?
Asking "How has this position evolved?" gives candidates insight into the growth or transformation of the role over time. It helps them understand if there's room for development or if the position has remained static.
This is a smart way to spot candidates who are thinking long-term and want to grow within your company.
What to look for in their answers:
- Do they seem curious about career progression?
- Are they trying to understand how the company supports professional development?
- Do they ask follow-up questions about past employees in the role?
Best practice tip: Use this moment to be transparent. If the role has grown or shifted due to business needs, share that. It creates trust and sets accurate expectations. If it hasn’t evolved, be clear why—some roles are designed to be stable.
A thoughtful candidate will use this question to explore whether your company invests in its talent or simply fills gaps.
What are your expectations for this role during the first 30 to 60 days?
This question helps you understand if the candidate has a clear view of how they plan to get up to speed and add value early on. It reveals how much research they've done on your company and whether they’re proactive about hitting the ground running.
Ideal candidates should talk about:
- Learning your internal systems and tools
- Building relationships with team members and stakeholders
- Understanding key goals or projects they would be involved in
- Starting small contributions that can grow over time
A thoughtful answer shows that the candidate is serious about integrating smoothly and quickly. Best practice is to look for responses that mix listening, learning, and action. If the candidate expects training only and doesn’t mention taking personal initiative, that could be a red flag.
How do you evaluate success?
This is a key question to understand what truly motivates a candidate. When you ask "How do you evaluate success?", you're not just looking for a polished answer. You're digging into what drives them, how they set goals, and how aligned they are with your company culture.
Look for candidates who:
- Set clear, measurable goals
- Tie success to individual results and team contributions
- Connect success to long-term impact, not just short-term wins
A strong answer shows that the candidate thinks strategically and understands the broader goals of a business. For example, someone might say they evaluate success by how much value they bring to customers or how much they've contributed to team growth. These are signs of a good cultural fit.
Best practice: Ask a follow-up like, “Can you give an example of a time you felt successful in your role?” This helps you evaluate if their real-world behavior matches their ideals.
Understanding how someone defines success helps you spot top performers who match your company’s values.
Is there a 'typical' career path for someone in this role?
Asking this question helps you understand how the company supports career development. It shows the candidate is thinking long-term and is interested in growing with the organization.
What to look for in a response:
- Hiring managers should listen for clear examples of internal promotion or structured career progression.
- A strong response might include mentorship programs, training opportunities, or past examples of employees who moved up.
- If the answer is vague or noncommittal, it could indicate limited advancement options.
Best practice: Use this question to open a conversation about development. If a candidate asks this, it’s a sign they’re serious about their future with the company—which can signal commitment and motivation.
How do I compare with other candidates you've interviewed for this role?
Asking this question can feel a bit bold, but when timed right—like toward the end of the interview when a good connection has been established—it can be incredibly insightful. It shows the candidate is confident and wants honest feedback.
What to look for in a response:
- Is the candidate genuinely curious or just fishing for compliments?
- Are they open to constructive criticism?
- Do they stay professional and calm even if the answer isn't overly positive?
The best practice is to note how they handle transparency. If the candidate asks this with grace and takes feedback well, it’s a sign they're open-minded, coachable, and serious about improving.
Tip: If you notice the candidate using this moment to clarify any possible weak points or to reaffirm their qualifications, that’s a great indicator of self-awareness and adaptability—qualities you want on your team.
Do you have any hesitations about my qualifications?
This is a bold but highly effective screening question. It directly invites the hiring manager to express any concerns they might have—giving candidates the rare opportunity to address those concerns on the spot.
Why this question works:
- It reveals the candidate's confidence and openness to feedback.
- It builds trust and transparency early in the hiring process.
- It may surface red flags the hiring manager wouldn’t have otherwise shared.
Best practice tip: When evaluating a candidate’s response to this question, pay attention to how they handle constructive criticism. Are they defensive or receptive? A strong candidate listens carefully, addresses concerns thoughtfully, and shows a willingness to grow or clarify.
Let this question open a productive dialogue—it’s a sign you're dealing with someone self-aware and proactive.
Have I answered all your questions?
This is a great question to ask at the end of a candidate screening. It shows the candidate is open to feedback and wants to make sure their responses were clear. As a recruiter or hiring manager, use their approach to this question to gauge how well they’ve been following the conversation.
Best practice:
- Listen for confidence without arrogance.
- A strong candidate might also ask if they can clarify or add to any earlier answers.
This shows good self-awareness and a proactive mindset—important qualities for most roles.
What is your timeline and what are the next steps?
This question helps you understand what’s coming after the interview. It also shows that you're serious and forward-thinking. Knowing the recruiter’s hiring timeline can help you follow up at the right time and reduce stress from waiting.
Best practice: Ask this at the end of your interview to leave a lasting impression and stay informed.
If you have time-sensitive matters—like other job offers, a current notice period, or relocation—it’s a good time to mention that. This helps hiring managers plan around your situation and makes the process smoother for both sides.
Key things to look for in a candidate’s answer:
- Clear communication of availability
- Openness about deadlines or commitments
- Willingness to work with the company's timeline
Is there anything else I can provide to help you with your decision?
This is a great question to end an interview. It shows initiative, confidence, and genuine interest. For hiring managers, this is a perfect opportunity to gauge if the candidate is thorough and proactive.
Use this moment to see how well the candidate understands your company’s needs. Are they offering more information on skills that match your job requirements? Maybe they’re sharing a relevant portfolio piece, certification, or reviewing how they meet key role criteria.
Best practice:
- Look for candidates who use this question to reinforce their strengths.
- A thoughtful answer here can show preparation and enthusiasm.
- It can also uncover additional skills or experiences that didn’t come up earlier.
Smart candidates use this moment to give that final push, so pay attention to how they frame their response.
Has this company changed your original career path?
This question opens up a personal and often insightful conversation. It encourages the candidate to share how their journey has evolved and if the company has influenced their long-term career goals.
Listen for:
- Adaptability: Have they embraced change or struggled with it?
- Growth mindset: Did they take on new roles or develop new skills?
- Alignment: Does their changed path still match what your company offers?
Best practice: Use this question to learn how candidates reflect on their past decisions. Their answer can show if they’re driven by opportunity, values, or necessity—and how they handle change in their career.
What's one of the most interesting projects you've worked on here?
This question is great for helping candidates learn more about the role and company, but it’s also a valuable tool for hiring managers. When you flip this question during your own interview screening, you can use it to evaluate how well a candidate listens, relates to others' work, and asks insightful follow-up questions.
Asking for a specific project example helps you gauge how the candidate views meaningful work. Look for responses that show:
- Curiosity about how the company or team defines success
- Interest in cross-functional collaboration
- Engagement around big-picture goals
Let them talk about their reactions to these project stories—do they ask smart questions? Do they align themselves with impact and purpose? That’s a good sign you've got someone thinking beyond just task execution.
Best practice tip: Use this question to observe balance. Candidates who show both genuine interest and an understanding of the company’s impact are often the ones who will thrive in team-driven environments.
What's been your best moment at this company?
Asking this question helps you understand what truly excites a candidate about their current or previous role. It digs into what motivates them, what they find rewarding, and how they connect emotionally to their work.
A strong answer will highlight:
- A specific project or achievement
- The candidate’s role in it
- The impact it had on the team or company
- A sense of pride or growth
Best practice is to look for genuine enthusiasm and clear contributions. Vague or generic answers may reveal a lack of engagement or impact in earlier roles. Use this question as a way to uncover passion, initiative, and team fit.
💡 Remaining 146 questions...
The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.
Download E-Book here 👉
Expert Insights on Interview Questions That Make a Difference
Leading career experts and industry professionals have shared compelling insights about the power of asking the right questions to ask at the end of an interview. Art Markman, professor at the University of Texas at Austin and author of 'Bring Your Brain to Work', emphasizes that it's critical to understand what growth and career development will look like in the job. Meanwhile, John Lees, a UK-based career strategist and author of 'How to Get a Job You Love', suggests using what he calls a great psychological trick - phrasing questions specifically about yourself helps hiring managers visualize you in the role, making it hard to let go of that image.
Peter D'Autry, an Executive Headhunter and Career Coach, highlights that one of the biggest mistakes candidates make is leaving empathy behind. He recommends projecting empathy with the interviewer, noting that a client once told him you learn more about candidates from the questions they ask than their answers. Eric Ivers shares his favorite approach: asking "What would it take to be your best performer in this or similar positions?" Heather Kirkpatrick, a Life and Career Coach, swears by her go-to question: "Do you have any questions or concerns about anything I've shared that I might be able to clarify before our time together ends?" - she reports being offered the job every time she's asked this.
Sief Khafagi, who hires senior engineers and engineering leadership at Facebook, emphasizes that companies want to hire people who want to own problems, not cause them. Alison Green recalls one of the shrewdest questions she's ever heard from a candidate: "Thinking back to people you've seen do this work previously, what differentiated the ones who were good from the ones who were really great at it?" Dan Clay, Sales Manager at Gartner, endorses these strategic questioning approaches as game-changers in the interview process.
To make your interview a little bit more relaxed, consider using some funny interview questions.
Why Video Screening Software is Revolutionizing Recruitment
The recruitment landscape is rapidly evolving, and video screening software is becoming an essential tool for modern hiring teams. Companies are discovering that pre-recorded video interviews allow them to assess candidates more efficiently while giving job seekers the opportunity to showcase their personality and communication skills beyond a traditional resume.
This technology enables recruiters to:
- Screen more candidates in less time
- Standardize the evaluation process across all applicants
- Reduce scheduling conflicts and coordination headaches
- Share candidate responses easily with hiring teams
- Focus face-to-face interviews on the most promising candidates
The ability to prepare thoughtful questions to ask at the end of an interview becomes even more valuable when candidates can record their responses at their convenience, leading to more authentic and well-considered answers.
Ready to streamline your hiring process and find better candidates faster? Discover how video screening can transform your recruitment strategy at candidatescreenings.com.