“What Questions Do You Have for Me?”

10 Insightful Questions That Impress Interviewers and Give You Real Answers

One of the most pivotal moments in any interview comes near the end, when the hiring manager turns the tables and asks, “What questions do you have for me?”

This isn’t just a formality or a closing courtesy. It’s an opportunity—often your final one—to demonstrate strategic thinking, emotional intelligence, and your sincere interest in the role and company. Smart candidates come prepared with thoughtful questions that not only impress the interviewer but also give them meaningful insight into whether this opportunity is truly the right fit.

Here are ten expert-approved questions to ask—plus a framework for tailoring them to your audience.

1. “When you first interviewed here, what would you have wanted to know that you didn’t find out until after you joined?”

This question signals intellectual curiosity and self-awareness. It also invites candor. You may uncover details about team dynamics, expectations, or growth challenges that wouldn’t appear in a job description.

2. “What did the last person in this role do exceptionally well, and what would you like to see carried forward?”

This positions you as someone who honors past contributions while also subtly signaling that you’re already thinking about how to succeed. It also gives you insight into the manager’s priorities and success benchmarks.

3. “Let’s fast-forward to my first annual review. What specific accomplishments or metrics would tell you that I exceeded expectations?”

Metrics-focused questions show that you’re results-oriented and coachable. They also offer clarity around how performance is measured and what “success” actually looks like beyond vague terms like “go-getter” or “team player.”

4. “In your opinion, what differentiates a high performer in this role from someone who is merely good at their job?”

This goes beyond the job description and opens a dialogue about values, leadership style, and unspoken expectations. It also prompts the hiring manager to articulate how excellence is defined in their culture.

5. “What is the current structure of the team, and how does this role interact with other departments?”

Executives and senior leaders know that influence and collaboration are often more important than hierarchy. This question shows that you’re already thinking cross-functionally and understand the need for alignment.

6. “How would you describe the culture here—and more importantly, how is it reinforced on a day-to-day basis?”

Asking about culture is good. Asking how it’s reinforced is great. It encourages the interviewer to go beyond buzzwords and explain how their stated values actually show up in meetings, policies, or leadership behaviors.

7. “What career progression or development paths have others in this role taken within the organization?”

This shows you’re invested in long-term growth—not just the next 6–12 months. It also gives you a sense of how internal mobility works and how the company invests in talent development.

8. “Why is this position open—and how long has it been open?”

This simple question can yield telling information. Is this a backfill due to turnover? A new role born from growth? If it’s been open for a while, what’s caused delays in hiring? This helps you spot red flags or clarify expectations.

9. “How has this role evolved over the last few years, and where do you see it evolving in the future?”

Especially for executive or senior positions, this question shows that you’re thinking ahead—and that you understand leadership roles often shift in response to business needs, technology, and growth. It also gives you a read on the company’s agility.

10. “For roles tied to licensed brands, how long is the current license agreement in place, and what is the typical renewal process like for this partnership?”

In the fashion industry, many roles are connected to specific licensed properties—brands that the company may or may not continue to work with long-term. Asking about the licensing timeline and renewal likelihood shows that you’re thinking holistically about the business. It’s a professional way to understand the longer-term viability of your potential role without sounding alarmist or overly cautious.

Pro Tips:

• Tailor questions to your interviewer’s role. Ask strategic or leadership-focused questions to a hiring manager. With a peer, focus on team dynamics. With HR, explore onboarding or performance evaluation processes.
• Avoid questions that could easily be answered through Google or LinkedIn. Show that you’ve done your homework.
• Listen actively. The best follow-ups often emerge naturally from the conversation.

Final Thought

The best candidates don’t just want the job—they want the right job. Asking thoughtful questions demonstrates that you’re already approaching the role like an insider: someone who’s evaluating fit, anticipating challenges, and planning for success.

And that’s exactly what hiring managers are looking for.

Now you know WHAT to ask, here is WHAT YOU SHOULDN’T ASK.