How would you describe the company culture?

Finding the right 'fit' for yourself is just as important as the interviewer finding the right 'fit' for themselves. Although you may urgently need a new position, it's always best to take a deeper dive into the company to ensure they will offer you the workplace environment that you need. Here are the most common types of company cultures and an example of what to look for: 1. Leadership Driven: This type of company will invest in its leaders and offer you coaching and mentorship opportunities. They will also focus on developing you as a leader in your role, whether through empowerment, growth opportunities, or giving you a team of your own to lead down the road. 2. Mission Driven: A mission-driven company will hire employees based on how passionate they are for their cause. This type of organization is usually a collaborative environment often found in faith-based companies or startups. Be aware that sometimes boundaries can be forgotten in a mission-driven environment as the leadership team will often act as though the mission is more important than anything else. 3. Customer Driven: Many companies have a 'customer is always right' attitude. This attitude can be excellent but make sure to ask questions related to how they empower their employees in times of customer-related conflict. You want to ensure that your company will stand behind you while supporting a customer-centric environment. There needs to be a healthy balance. 4. Target Driven: Companies that are sales or target driven tend to attach everything their employees do to a destination, number, or goal. You will most likely enjoy this type of workplace culture if you have a competitive personality. If you are not competitive, you should ask more questions regarding how your performance and successes will be measured. Also, do a deeper dive into how you would be rewarded for successes and what happens when targets are not met. You may find that the company you are interviewing with has a blend of these cultures. Digging into employee review sites will be an excellent resource for finding out what past and current employees think about the workplace culture.

What is your favorite part of working here?

When you ask the interviewer what they like best about working for this employer, you can learn valuable information. First, you will learn how passionate this person is about their job and the company. If they have contagious enthusiasm after working at this company for many years, you can be more confident that this is an excellent company to join. Second, you will learn about the person you may be reporting to and makes them tick. Are they open to communicate with you what they love about their job? Or, are they closed off and shut down your question after only engaging with you briefly? The way your interviewer answers this question should excite you and make you want to work for them. If their response is lackluster, you may want to take a more in-depth look at their employees' job satisfaction levels.

What is the most important quality to possess in this role?

By asking this question, your goal should be to find out what quality the interviewer values most for this position, assess whether you possess this quality, and then speak further about how you will meet this need. For instance, perhaps the interviewer says that the most important quality to possess in this role is reliability. You can then begin to speak about how you have been reliable in the past or with your most recent employer. Perhaps you stayed late when necessary, checked your emails after hours when you knew a client would be responding, or maybe you would bring coffee for the team when they were working late on a project. If the quality that the interviewer mentions are something you are not overly versed in, you can speak about how you are strengthening that area. For instance, if the essential quality is to be amazing in Excel, you could let the interviewer know that you are an intermediate user and you are taking coursework this month to reach expert-level status by the end of the year. Whatever the interviewers' response, be ready to express how you will bring this vital quality to the company if you are the successful candidate.

What is your ideal timeline for this hiring decision?

When you are interviewing between multiple companies, it can be tricky to get the timing right with interviews, offers, and job acceptance. Juggling three interviewers who are all moving at a different pace can be chaotic. Asking the interviewer about their ideal timeline for putting out an offer of employment will tell you a few things. 1. You will see the company's urgency. A company that wants to fill the role quickly will be on the ball. They will probably have times already blocked off for the next interview phase. Preparedness is a great sign, and it shows that the company is efficient. However, you want to make sure they aren't skipping steps in the interview process to get a warm body in the seat. If they are moving quickly while still vetting you correctly, this is a good sign. If they are not vetting you accurately, then beware, they may not be investing in you as an employee and, rather, deciding in a state of panic. 2. You will see how interested the company is in you. If they genuinely think you could be a great fit, the interviewer will ask you what your timeline is in return. They will want to know how much time they have before another company makes an offer and scoops you up! 3. You will see how well-organized the company is (or is not!). If the interviewer doesn't know the hiring timeline or cannot tell you what the next steps are in their interview process, this is a potential red flag. 4. You will be able to see how hierarchical the organization is. Does your interviewer seem empowered to make a decision when they see fit, or do they need to consult with a million other people before making a final decision? You will want to avoid joining a rigid and hierarchical company.

Could you share with me the average employee tenure in this role, and in your company as a whole?

Numbers such as employee turnover and average tenure are stats that every hiring manager should have on hand. Employee turnover is costly and can significantly damage an organization's reputation. For these reasons, turnover is an important metric that every hiring manager should be ready to discuss. If you ask about employee tenure, and the interviewer does not have a clear answer, this is a red flag. Any company with low turnover will be proud to tell you so. Beware if you don't hear the interviewer proudly say, 'We haven't lost an employee in (X) months!' Another way to find out about employee tenure is to go to LinkedIn and search for employees of the company but select 'Past Employees' in your search criteria. If you see a long list of people who have remained with the company for a short time (under one year is a good benchmark), then you may want to re-think jumping on board.

What does an average day look like, in this role?

Before accepting any job offer, you need to know what an average day will look like for you in this position. Of course, you will be aware of the general responsibilities involved in this role, but this particular question asks the interviewer to dig a bit deeper. Here are some of the things you will want to find out: - Who will be working closest to you - Who you will be reporting to - What types of clients you will be meeting - What your deadlines will be - Which software systems are used in this job - What your office will look likeBe sure, before accepting any offer, that you can honestly picture yourself in this role. If you are not 100% convinced, that's okay! Try asking for a half-day job-shadow to gain a better understanding of the day-to-day activities.

In your opinion, how can I best succeed in this role?

This question is an excellent inquiry because it forces the interviewer out of a standard response and makes them take a good hard look at your skillset, how it matches with the job requirements, and then comment on any areas where you may need to strengthen your abilities. The interviewer should respond with suggestions such as programs to study up on, related articles to read, or ways to research their industry or client base further. The interviewer could also give you insight into how to best work with the personalities present in your new department or let you know a bit more about the person to whom you would be reporting. By asking this question, you allow the interviewer to picture you in the role already while also showing enthusiasm for your success within their company.

What would you like to see from me in the first 30 days?

This question is especially beneficial if you are interviewing for a role with leadership or sales-based components. Depending on the position, you can also ask the interviewer what they would like to see from you in your first 60 - 90 days on the job. It's an excellent idea for you to come to your interview with a plan to show. This initiative will help the interviewer to see that you are engaged and excited about this opportunity. An interviewer will likely give you an overview of the training schedule and the expectations related to your preparation for this role. You can ask questions regarding the specific goals and quotas that you will be expected to meet in your first one to three months. If the interviewer does not have specific goals to share, be wary. This response could indicate disorganization within the company or a highly unstructured training and onboarding process.

Can you share with me a bit about the training schedule and process?

It is vital for you to have a solid understanding of the onboarding process and the goals and expectations related to your training. Find out how long the company's new hire training takes. This way, you will know your onboarding timeline. You should also find out who will be training you and what that experience will entail. Perhaps you will be job shadowing someone senior to you, maybe there will be classroom training in a group setting, or you might even travel to another city where the company's headquarters are. The more details you receive, the better prepared you will be for your first day!

Is this a replacement search, or a newly created position?

This question is one of the most critical inquiries you can have before starting a new position. You must understand what happened to the previous person in this role so that any negative history does not repeat itself. If this is a replacement search, the interviewer may not freely divulge why the last person did not work out. If they were relocated or promoted, that would be the best possible scenario. If they were terminated, you should be given an idea as to why this person failed in the role so that you can be set up for optimum success, fully understanding the expectations set out before you. If this is a newly created position, you will want to dig further to ensure that this role is well laid-out with evident training, a stable career path, strong potential growth, and precise targets.

What is the most exciting goal for this company in the next year?

As a potential new hire, you will naturally be interested in the hiring company's targets and goals. In addition to your independent research, be sure to ask the interviewer about the most exciting innovation, product, service, or upcoming change the company is currently facing.The more the interviewer divulges regarding the company's short-term goals, the better you can draw the correlation between your experience and their goals. This question can be a great conversation piece. As the interviewer offers their answer, you can ask more in-depth questions to understand the company's work better.

Who are your top competitors, and how do you stand apart?

You should already know a bit about the company's top competitors, from the research you conducted before your interview. Let the interviewer know that you believe companies A, B, and C to be the most obvious competitors, and then express that you would like to learn more.The information you are looking for will focus on how the company feels internally and how they compete in its marketplace. Perhaps it is their exceptional level of customer service or a superior product offering. Whatever the answer may be, look for pride and excitement on the interviewers' behalf. The more you learn by asking this question, the more information you will have in your toolbox for future interviews.

What is this company's biggest struggle right now?

When you understand the pain points of the company, you will always perform better in your interview. The reasoning is because you will more easily draw a correlation between your skills and what the company needs. By doing this, you show that you have immense value, ensuring you stand apart from other candidates. If you don't understand the most significant issues that the company is facing, how can you possibly be the best asset for them? The interviewer may give you an answer such as growing pains, a recent merger, or customer acquisition. Take their response and dig, asking more thoughtful questions such as, 'Which lead generation methods have you used in the past 12 months to attract more customers?' This timing may not be right to offer up suggestions, but this is an excellent time for you to add a comment regarding your value. For instance, 'I worked for a lead generation and prospecting company for three years and would be happy to teach your team all the valuable methods that I acquired during that time.'

What has been the company's most significant innovation this year?

You have already familiarized yourself with the company's basics, but have you performed a deep dive into its recent accomplishments? It's a great idea to know a bit about the organizations' innovations and awards before going into your interview. An interviewer is almost always thrilled to talk about the company's happenings and achievements. Show the interviewer that you are aware of what their company has been doing in the past 12-18 months, then ask a follow-up question to gain 'insider information.'For instance, you could say: 'I see that your company was recently nominated for the 'Top 100 Companies to Work for in Denver.' Could you share with me another significant moment in your company's history this past year?'

Could you explain to me the typical career path of someone in this role?

Before accepting any job offer, it's important to know what the typical career trajectory looks like for others who have come before you. You want to hear the interviewer tell you success stories, such as the person in this role before you were transferred to lead a team! Or, perhaps the person who started in this role four years ago is now managing the entire department, and you will be working alongside them. If the interviewer cannot openly express that this role will amount to further opportunities, you should consider this a red flag. Promotions aren't the only way for there to be additional opportunities, either. Career growth could include further educational opportunities, an upgraded office, relocation to a bigger city, and more.

How do you feel I stand out from your other candidates?

By asking this question, you are trying to determine the areas that the interviewer finds you to be the most impressive. If the interviewer tells you where you best stand out, you can use this information as positive leverage in your future interviews. The interviewer will most likely not mention any details about the other candidates, but they should let you know a few positives stand-outs in your application. Perhaps you are the strongest in a particular software program, or maybe your energetic personality makes you a great candidate. Whatever the interviewer's reply, be sure to thank them for the positive feedback.

"I love to help people get problems solved, so when they call in and tell me they were in an accident and I can assist them in getting something fixed is awesome."

How can I begin to prepare myself for success in this position?

Whenever you ask a question this targeted, there will be a risk of hearing something you don't want to hear. Be sure that you are prepared to accept feedback on your application, your qualifications, or even your interviewing skills. By asking this question, you are asking the interviewer to identify where your application is weak so that you have the opportunity to correct your reply or give a more precise answer on that particular subject. Be sure to thank the interviewer for their feedback and then take some time to overcome their objection. For instance, if the interviewer says they feel that your Excel skills are not strong enough, you could say: 'Thank you for that feedback. Perhaps I was more humble regarding my Excel skills than I should have been. I am currently ranked as an intermediate user. I will be enrolling in a three-week online program immediately to raise my skills to meet the expert level your organization expects.'

Is there anything about my background that I can further clarify for you?

As a candidate, it is easy to unintentionally breeze over parts of your background and work history that may be more important than you thought. When you ask the interviewer a question like this, you remove some opportunity to reject you for unclear or inaccurate reasons. If the hiring manager is unclear on parts of your background, this question gives them the chance to back up and ask you for further clarification. You should ask this question in every single interview as it is incredibly useful!

What are the next steps in your interview process?

For interview peak performance, you must know what to expect in the interview process. Knowing what is happening next will help you assess, prepare, and research to succeed in these meetings. The interviewer should give you an overview of who you will be meeting with, along with the estimated timeline between each of these interviews. Some organizations will have just one meeting, and some may have as many as 5+ interviews with different team members. Your experience will depend on the level of position for which you are interviewing. If the process seems far too drawn out to fit in within your ideal timeline, you can say something like this: 'Thank you for explaining the interview process to me. By my calculations, we would be in the final stages of interviewing in the next six weeks. Is this correct? I am seeking a role as soon as possible, so if I can accommodate dates closer together, I am happy to give you the flexibility needed to make that happen.'

What is the most critical function in this position?

Most job descriptions have a long list of responsibilities, must-haves, and nice-to-haves. When you ask the interviewer a question such as this one, you ask them to narrow down the most important function in this role. Once the interviewer gives you the reply, you can target your answers to that critical function or need. For instance, if you are applying to a marketing director position and the interviewer tells you that the most vital purpose is to ensure that all projects move along smoothly, you know that project management expertise is critical. You can continue your interview by focusing on your project management experience and PM-related education.

How do you set clear goals and targets for your employees?

An employer who can set clear expectations is the best kind of employer to have. You want to work for a company that can give you direction. When you have goals to work towards, you can measure your success and become a high performer. Ask the interviewer about specific goals and targets. Avoid accepting a general answer. If an employer cannot precisely discuss employee objectives, this is an indicator that they are trying to find a warm body to put in a seat. This behavior is an indicator that you would not be joining a team of high performers. Try to get examples of specific numbers, actions, and rewards used in the workplace. These could include daily targets, examples of fun in-office contests, and other ways they measure success and recognize accomplishments.

How often do you have performance reviews, or offer feedback to your employees?

Before joining a company, you want to know that you will receive appropriate guidance and feedback during your tenure. Receiving regular reviews will benefit you as you grow in your career because you will be able to see where you can improve and immediately pivot, readjusting your actions and leading you straight to success! Look for an employer that offers performance reviews at least twice per year. In roles where optimum performance is directly attached to your compensation, quarterly reports are more common. You will also want to ask about the quality of the reviews. Are they informal check-ins or formal meetings with your leadership team? The nature of these meetings should be important to you because the more seriously your leaders take your growth, the faster you will advance your career.

How would you measure my success in this role?

This question is fundamental to ask if you are interviewing for a sales-based role or if you will be working in a leadership function. Will your future employer set your goals and targets from past data and results, or will they pull out unachievable numbers from thin air, expecting you to reach them? If the interviewer cannot give specific examples of how your success is measured, you should ask to see previous blind reports from others in the role before accepting a position. How your performance is measured and communicated is enough to make or break you in your new job, which is why you should be adamant when it comes to pursuing this information!

Are there set hours for this position, or is the workday flexible? (Remote Position)

One of the most talked-about perks of working from home is enjoying a flexible schedule vs. grinding out a typical 8-5 in-office workday. This flexibility can be a game-changer for some and a nightmare for others depending on discipline levels and personality. Ask the interviewer about the hours' expectations for the position so that you can gauge the potential work/life balance present in this role. If you are a person who needs structure and direction, you will want to understand that your future employer has systems and clear expectations. The more precise the hours and expectations are, the better you will perform from a remote location where immediate supervision may be limited. Maybe you come alive when given flexibility! Some people thrive when they aren't told to have their butt in their seat from 8 AM to 5 PM Monday through Friday. You understand your habits and tendencies best, so use your discretion when it comes to deciding whether you will flourish with set hours or a more flexible schedule. Keep in mind; you will want to know if various time zones are at play among your leaders, teammates, clients, and other stakeholders.

Which programs do you use to manage workflow and communication?

Your objective is to gain specific names of the software programs and applications most used in this role. Some companies may include this information in the job posting. If this information is provided to you already, you could say: 'I see in the job posting that you are looking for a candidate skilled in PowerPoint and various SAP modules. Could you share with me any other programs or applications that you use for managing workflow and client communication?'If you have experience in programs such as Slack, Basecamp, or Trello, be sure to mention those. A best-case scenario is for the interviewer to give you the names of all programs and apps used in the role so that you can begin to learn them on your own time, shortening your training and onboarding time once hired. This type of initiative is rare and will make you a more competitive candidate.

How do you encourage continued learning opportunities and professional development?

Joining a company that will put energy and resources into your professional development is crucial for career growth. Nobody wants to remain stagnant in one role for a lifetime! The interviewer should give you specific examples of initiatives the company takes when it comes to employee investment. Some common ways that companies will develop their team members: - Cross-training across departments - Creation of short and long-term plans regularly visited between you and your leaders - Tuition reimbursement programs - Experiences such as trade shows, conferences, or client meetings - Regular feedback in meetings and scheduled performance reviews - Gifts of leadership such as business books or educational materials - Access to learning portals for self-guided coursework - Team-building activities and training events - Supporting individual volunteer efforts or providing volunteer opportunities As you can see - it is effortless for a company to find ways to invest in its employee growth and happiness. If the company you are interviewing with does not offer any of these types of experiences, you may wish to reconsider jumping on board.

Which tools and resources would be provided to me, to ensure my success?

Tools and resources to ensure your success can range from technical provisions to events and education-based experiences. Look for evidence that the company will invest in you by providing positive growth and learning opportunities. An interviewer should give you at least one to two examples of ways they invest in their employees' success. Some tools available to employers include: - Personality Assessments. These comprehensive assessments, such as Gallup, will show your employer how you are motivated, the learning methods you best respond to, and your preferred leadership styles. - Expert Management. When junior, inexperienced people are placed in leadership positions without training, nobody wins. The interviewer should assure you that those you are reporting to are experts in their realm.- Individual Development Plans. These plans are roadmaps for employees, created in collaboration with their leaders. The strategies focus on timed, measurable goals. Most IDPs are visited quarterly, like a performance review. - Clear Metrics. If you have clear targets and expectations, you are more likely to succeed in your role. If an employer lets you roam, hoping or guessing that your performance is satisfactory, you are more likely to become disengaged and quit. - Constructive Feedback. Managers who give on-point and actionable feedback are incredibly valuable. Your responsibility is to make sure you can accept all feedback graciously while implementing necessary change. - Organizational Structure. The less hierarchical the organization, the more likely you will be to succeed. When a company is built flat, you will have better access to your leaders and other departments, allowing you to expand skills outside of your immediate job function. You can also let the interviewer know which tools and resources you would love to see in your next role. Let them know how to best guide you, and you will undoubtedly set yourself up for success.

"What kind of technical and educational help would be provided to me to succeed in this field?"

What is your management style?

This question is a straightforward one and forces the interviewer to give you a substantial reply regarding how they plan to manage you, should you be the successful candidate. There are various management styles and, before your interview, you should put thought into the management methods to which you best respond. These are the most common styles of management: - Administrative (process, process, process!) - Authoritarian (they thrive on authority) - Democratic (participative decision making) - Laissez-Faire (minimal direction, you are self-guided) - Leaders (motivating and influential) - Political (all tactics and strategy)

Who does this position report to?

This question is a simple one, meant to be asked in early-stage interviews, only when you do not know who oversees this role's day-to-day activities. It is common to report to more than one person. Once you are told whom you will be reporting to, be sure to go on LinkedIn and study their profile and career history. This information will be helpful to you in your future interviews. If the interviewer is not yet sure who you will be reporting to, this is an indication of internal restructuring. If this is the case, you need to dig deeper and ask more questions about how the office or department is set up.

Are there any expectations related to overnight travel or eventual relocation?

Travel and eventual relocation are topics often included in the job posting, but not always. The topic of travel and relocation is more relevant to specific job functions such as sales, business development, client management, or leadership positions.If these factors remain unmentioned in the job posting, you can say: 'Could you share with me if there is daytime or overnight travel in this role? Also, I know that your headquarters are in Texas. Will there be the potential need for relocation at any point?'

Are there any in-office expectations, such as face-to-face meetings? Are there any travel expectations for this position? (Remote Position)

Commuting can be an absolute headache, especially if you live in a metropolitan area where driving, parking, and taking transit can be expensive, time-consuming, and frustrating. When interviewing for a work-from-home position, consider asking if there are any travel requirements or expectations for you to be present in the office at any point during the workweek. For instance, some companies may ask you to be in-office a couple of days per week even though the job is technically a work-from-home opportunity. Many work-from-home job opportunities are 100% remote, where others offer a split. If you are unclear on the role's expectations, directly ask if there are any in-office or travel expectations. If the interviewer is unsure or gives a 'wishy-washy' answer, this could indicate that the company is new to supporting remote workers and still has kinks to work out.

What percentage of my day will entail video calls and client interaction? (Remote Position)

When imagining working from home, many job seekers think about staying in sweatpants, working on their laptop from the couch with the TV playing in the background. Hey - it sounds fun! However, many companies will require you to have a dedicated office where you dial into their systems every day, attend hours of video calls, and make yourself available, without distraction, to clients and your leadership team. You'll want to be crystal clear on these expectations before accepting a work-from-home position.Lights, camera, action! Even famous actors cannot perform hour after hour, day after day. Zoom fatigue is a real thing, and it's essential to understand what the hiring company's expectations are regarding your 'live' availability.If you need to be suited up and present at 8 AM daily, this is an essential factor to consider when approaching a job offer. Don't enjoy wearing pants? A position where you have to be 'on' all day may not be the best fit for you. Ensure that the hiring company gives you a crystal clear picture of what your average day will look like in this role.

What supports do you have in place for remote employees? (Remote Position)

When you enter a new position, you will have questions about systems, processes, and expectations. Lack of answers and support can make you feel like you aren't succeeding in your new role, and it can be very frustrating.Be prepared to ask the interviewer for an overview of their new-hire training and onboarding experience. A great employer will have systems in place for proper remote onboarding and new hire support.Support for remote employees should span past a solid onboarding and initial training period. Look for a precise answer that includes support related to learning your role, growing in your position, and developing healthy work habits and relationships. Proper supports should also come in the form of the tech and tools you will need to succeed.If your team members and leaders live far away from you, it must be clear that you can still access them when you need assistance. Look for evidence that the hiring company has invested in genuine efforts to ensure everyone's success.Supports could include regular group meetings, pre-scheduled 1:1 meetings, consistent company updates, full access to cloud-based databases, and tools such as Salesforce, Zoom, Slack, and other productivity platforms.

How does the company encourage team building and connection across a remote workforce? (Remote Position)

As social creatures, it's entirely normal to feel the need for socialization and workplace relationships with depth. Many work-from-home employees report feeling isolated at times. There is less engagement throughout the day, and after-work social events are often non-existent.Whether you consider yourself an introvert, an extrovert, or somewhere in between, it's a proven fact that humans need social interaction to thrive. A potential disadvantage to working from home is that your daily interactions could be limited, depending on your role's nature. Depending on your personality type, you may want to experience a lot of interoffice interaction and inclusion, or you may need very little.The interviewer should provide you with specific examples of the efforts they have put into practice to encourage contact and communication. Look for evidence that their teams stay connected to one another as well as the company's goals. For instance, many companies offer daily huddles on Zoom or Friday afternoon virtual happy hour to combat potential loneliness.Perhaps the company offers social events and other activities to bring their team together. If the company employs a blend of remote and in-office workers, ask what events occur and if they include remote employees in these events.Does the interviewer mention primarily in-person interactions such as team lunches, or do they talk about remote-based activities? You'll want to see that the company and your future leaders put effort into inclusion across the board.

What type of growth opportunities are available for remote employees? (Remote Position)

As the adage goes, 'Out of sight, out of mind.' For many remote employees, the absence of physical presence is a genuine concern when it comes to considerations for promotions, raises, and more significant opportunities. If you are approaching a work from home situation, show the interviewer that you envision yourself growing with the organization by asking questions about future opportunities.The way a hiring manager answers this question could tell you a lot about the company's viewpoint regarding remote employees and what level they will value your work.If you get the indication that leadership roles, promotions, and even more subtle perks are not as readily available to work-from-home employees, you will want to ask more questions such as:- In what ways had the company invested in its remote employees' growth over the past 12 months? - What are your retention rates for off-site employees compared to in-office workers? - How many of your remote employees received growth opportunities in the last 12 months compared to in-office employees? - What percentage of your leadership team works remotely on a full-time basis? - Will I have the chance to win significant projects/bigger clients/more generous budgets while working off-site?Give these factors a lot of thought, especially if you have significant goals around an upward career trajectory.

Ask the Interviewer Interview Questions

Go Back

1. How would you describe the company culture?
2. What is your favorite part of working here?
3. What is the most important quality to possess in this role?
4. What is your ideal timeline for this hiring decision?
5. Could you share with me the average employee tenure in this role, and in your company as a whole?
6. What does an average day look like, in this role?
7. In your opinion, how can I best succeed in this role?
8. What would you like to see from me in the first 30 days?
9. Can you share with me a bit about the training schedule and process?
10. Is this a replacement search, or a newly created position?
11. What is the most exciting goal for this company in the next year?
12. Who are your top competitors, and how do you stand apart?
13. What is this company's biggest struggle right now?
14. What has been the company's most significant innovation this year?
15. Could you explain to me the typical career path of someone in this role?
16. How do you feel I stand out from your other candidates?
17. How can I begin to prepare myself for success in this position?
18. Is there anything about my background that I can further clarify for you?
19. What are the next steps in your interview process?
20. What is the most critical function in this position?
21. How do you set clear goals and targets for your employees?
22. How often do you have performance reviews, or offer feedback to your employees?
23. How would you measure my success in this role?
24. Are there set hours for this position, or is the workday flexible? (Remote Position)
25. Which programs do you use to manage workflow and communication?
26. How do you encourage continued learning opportunities and professional development?
27. Which tools and resources would be provided to me, to ensure my success?
28. What is your management style?
29. Who does this position report to?
30. Are there any expectations related to overnight travel or eventual relocation?
31. Are there any in-office expectations, such as face-to-face meetings? Are there any travel expectations for this position? (Remote Position)
32. What percentage of my day will entail video calls and client interaction? (Remote Position)
33. What supports do you have in place for remote employees? (Remote Position)
34. How does the company encourage team building and connection across a remote workforce? (Remote Position)
35. What type of growth opportunities are available for remote employees? (Remote Position)

Ask the Interviewer Interview Questions

1. How would you describe the company culture?

2. What is your favorite part of working here?

3. What is the most important quality to possess in this role?

4. What is your ideal timeline for this hiring decision?

5. Could you share with me the average employee tenure in this role, and in your company as a whole?

6. What does an average day look like, in this role?

7. In your opinion, how can I best succeed in this role?

8. What would you like to see from me in the first 30 days?

9. Can you share with me a bit about the training schedule and process?

10. Is this a replacement search, or a newly created position?

11. What is the most exciting goal for this company in the next year?

12. Who are your top competitors, and how do you stand apart?

13. What is this company's biggest struggle right now?

14. What has been the company's most significant innovation this year?

15. Could you explain to me the typical career path of someone in this role?

16. How do you feel I stand out from your other candidates?

17. How can I begin to prepare myself for success in this position?

18. Is there anything about my background that I can further clarify for you?

19. What are the next steps in your interview process?

20. What is the most critical function in this position?

21. How do you set clear goals and targets for your employees?

22. How often do you have performance reviews, or offer feedback to your employees?

23. How would you measure my success in this role?

24. Are there set hours for this position, or is the workday flexible? (Remote Position)

25. Which programs do you use to manage workflow and communication?

26. How do you encourage continued learning opportunities and professional development?

27. Which tools and resources would be provided to me, to ensure my success?

28. What is your management style?

29. Who does this position report to?

30. Are there any expectations related to overnight travel or eventual relocation?

31. Are there any in-office expectations, such as face-to-face meetings? Are there any travel expectations for this position? (Remote Position)

32. What percentage of my day will entail video calls and client interaction? (Remote Position)

33. What supports do you have in place for remote employees? (Remote Position)

34. How does the company encourage team building and connection across a remote workforce? (Remote Position)

35. What type of growth opportunities are available for remote employees? (Remote Position)