9 Questions NOT to Ask During a First Interview

The moment an interviewer asks, “Do you have any questions for me?” isn’t just a chance to gather information—it’s a test of judgment, preparation, and self-awareness.

Candidates often prep the right questions to ask, but far fewer consider which questions might send the wrong message, raise red flags, or simply be poorly timed for a first interview. Especially in the fashion industry—where roles can be tied to licensing deals, seasonal cycles, and fast-moving business strategies—how you frame your curiosity matters.

Below are nine questions you should avoid asking in an initial interview—and why. Some are simply premature, while others can erode trust or make you seem more self-interested than strategic.

1. “What does this company do?”

This is the ultimate red flag. Even if the company operates under a lesser-known parent name or holds multiple licenses, it’s your job to research before the interview. If you need clarification, ask a more nuanced question like,

“I saw that you manage several licensed brands—how is this particular one positioned differently in the market?”

2. “How soon can I take vacation?”

Even if you’re trying to gauge flexibility or work-life balance, this can give the impression you’re already planning time off. Save PTO-related questions for later stages or after you receive an offer.

3. “Will I have to work late hours or weekends?”

Work-life balance is important, but framing it this way can make you seem inflexible. A better approach might be:

“Can you share what a typical production cycle looks like during peak seasons?”
This shows awareness of fashion calendars and a willingness to contribute when needed.

4. “How long will this role exist if the license isn’t renewed?”

This is a valid concern, but in a first interview, it can sound defensive or transactional. Instead, ask:

“For roles tied to licensed brands, how long is the current agreement in place, and how are renewals typically handled?”
This reframes the question with professionalism and poise.

5. “When can I expect a promotion?”

Hiring managers want to know that you’re focused on succeeding in this role first. You can explore growth by asking:

“What career paths have others in this role taken within the organization?”

6. “How did I do in this interview?”

It’s tempting to look for immediate validation, especially when you’re eager, but this puts the interviewer on the spot. Trust the process and express enthusiasm instead:

“I really appreciate your insights today. I’m even more excited about the possibility of joining your team.”

7. “Do you check references?”

Even if asked innocently, this can raise questions about past performance. Assume they will—and focus on presenting yourself confidently.

8. “How flexible is the salary?” or “Can I work from home most of the time?”

Compensation and flexibility are fair topics—but they’re better saved for later rounds, once mutual interest is established. Asking too early can signal that your priorities may not align with the team’s needs.

9. “Can I apply my employee discount to other brands?”

This might sound lighthearted or casual, but it risks sounding like your main interest lies in perks, not performance. Save these lifestyle questions for after you’ve received the offer—or better yet, the onboarding phase.

Bonus Tip: Watch for “Me-First” Framing

It’s not just what you ask—it’s how you ask. Questions focused solely on what the company can do for you, rather than how you can contribute, are risky in a first conversation. Focus on impact, alignment, and curiosity.

Final Thought

In a first-round interview, your questions should convey thoughtful preparation, business curiosity, and strategic interest in the role. Avoid jumping the gun on perks, policies, and hypotheticals that may never apply if the role isn’t offered. Save the detailed negotiations for later—and use the first interview to make a confident, compelling impression.