16 Questions to Ask in a Job Interview (2026)

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“Do you have any questions for us?” is the most wasted opportunity in job interviews. Most candidates mumble something about company culture or ask when they’ll hear back. Then they accept an offer and spend the next 18 months discovering everything they should have asked about upfront. These job interview questions to ask aren’t softballs designed to impress the interviewer. They’re real questions that protect you from taking the wrong job.

Here’s the thing nobody tells you: the interview isn’t just for the company to evaluate you. It’s for you to evaluate the company. A job that looks perfect on the job posting can be a nightmare in practice if the manager micromanages, the team is burned out, the “unlimited PTO” comes with guilt trips, or the growth path they promised doesn’t exist. These 16 questions will expose all of that before you sign the offer letter.

Before the Interview

Prepare these five things so you walk in ready to have a real conversation, not just answer questions and hope for the best.

Research the company beyond the About page. Read their latest blog posts, press releases, and Glassdoor reviews. Look at their LinkedIn page for recent hires and departures. Check if they’ve had recent layoffs, mergers, or leadership changes. The more you know, the better your questions will land.
Study the job description like a contract. Highlight any vague language (“other duties as assigned,” “fast-paced environment,” “self-starter”). These phrases often hide important realities about the role. Prepare questions that clarify what they actually mean.
Know your salary range. Research the market rate for the role using Glassdoor, Levels.fyi (for tech), Payscale, or the Bureau of Labor Statistics. Know your floor (the lowest you’d accept) and your target (what you’d be happy with). Don’t walk in without numbers.
Prepare 8 to 10 questions (you won’t ask all of them). Having extras means you can adapt based on what comes up naturally in conversation. Some questions will get answered before you ask them. Others will feel more or less relevant depending on the interviewer’s role.
Write down the names and titles of everyone you’ll interview with. Tailor your questions to the person. Ask the hiring manager about management style. Ask the team member about day-to-day work. Ask HR about benefits and process. Each person has a different perspective.

Role Clarity

1. What does success look like in this role in the first 90 days?

This question reveals whether the company has a clear plan for your onboarding or whether they’re going to throw you in the deep end and hope you figure it out. A strong answer sounds like: “In the first 30 days, we’d expect you to complete onboarding, meet the team, and understand our current projects. By 60 days, you’d own [specific task]. By 90 days, you’d be contributing independently to [specific goal].” A weak answer sounds like: “We’re flexible, you’ll kind of figure it out as you go.” That’s not flexibility. That’s a lack of planning.

2. What are the biggest challenges the person in this role will face in the first year?

Every role has challenges. If the interviewer says “none” or looks confused, they’re either hiding something or don’t know the role well enough. You want an honest answer: “Our systems are outdated and you’ll need to work around some technical debt,” or “We’re growing fast and processes are still being built.” Honest challenges you can prepare for. Hidden challenges you can’t.

3. Why is this position open?

Three main reasons exist: someone left, someone got promoted, or the role is newly created. Each tells you something different. If someone left, ask how long they were in the role and why they left (the interviewer probably won’t say directly, but their body language might). If it’s a promotion, that’s a good sign for growth potential. If it’s a new role, ask how the work was handled before and who will define the position’s scope. A revolving door (three people in two years) is a warning sign.

Team and Management

4. How would you describe your management style?

Ask this directly to the person who would be your manager. Listen carefully. “I’m very hands-on” might mean supportive or might mean micromanaging. “I trust my people to figure things out” might mean autonomy or might mean absent leadership with no support. Follow up with: “Can you give me an example of how you recently helped a team member who was struggling?” The specificity of their answer tells you everything. Vague answers mean they haven’t thought about it, which usually means they’re not great at it.

5. How big is the team, and how do people typically collaborate?

You need to understand the structure you’re walking into. How many people are on the team? What are their roles? How long have they been here? Do they sit together, work remotely, or operate hybrid? How do they communicate (Slack, email, meetings, all three)? A team of 4 people who’ve worked together for 3 years has a completely different dynamic than a team of 4 people where 3 started in the last 6 months. Both can be fine, but they’re very different experiences.

6. What happened to the last person in this role?

This is a more direct version of “why is this position open,” and some interviewers will give you more information with this framing. You’re looking for red flags: were they let go (and why?), did they burn out, or did they leave voluntarily for a better opportunity? If multiple people have cycled through the role in a short period, ask what the company learned from those departures. If they can’t answer that, they probably haven’t learned anything, and you might be next.

Growth and Development

7. What does the career path look like for someone in this role?

A company that values retention will have a clear answer. “In this role, people typically grow into [senior role] within 2 to 3 years, and from there you could move into [leadership or specialist track].” A company that doesn’t think about career development will say something vague like “there’s lots of room to grow” without naming a single specific path. If there’s no growth path, that doesn’t necessarily mean you shouldn’t take the job, but go in with your eyes open about what you’re signing up for.

8. How does the company support professional development?

Specifically: is there a learning budget? If so, how much (common range: $500 to $5,000 per year)? Is it actually used, or is it one of those “we have it but nobody takes advantage of it” benefits? Can you attend conferences? Take courses? Get certifications? Are there internal mentorship programs? Also ask whether people are given time during work hours for development, or if “we support your growth” actually means “do it on your own time.”

9. Can you tell me about someone who started in a similar role and where they are now?

This is the proof-of-concept question for career growth. If the interviewer can immediately name someone (“Sarah started as a coordinator three years ago and she’s now a senior manager”), that’s a strong signal. If they can’t think of an example or redirect the conversation, that tells you growth within the company is either rare or nonexistent.

Culture and Work-Life Balance

10. What are the typical working hours, and how often do people work outside of those hours?

“We value work-life balance” is something every company says and many don’t mean. Ask for specifics. When do most people log on and off? How often do people work weekends? Is evening Slack expected to get responses? How many hours per week do people actually work (not the official hours, the real hours)? If the interviewer hesitates, laughs awkwardly, or says “it depends on the time of year,” press for details. Seasonal crunch is different from year-round overwork.

11. How does the company handle disagreements or conflicts within teams?

This question catches most interviewers off guard because it’s not about the good stuff. It’s about the hard stuff. A healthy culture has constructive conflict: people disagree openly, resolve issues through discussion, and move forward. A toxic culture has passive-aggressive conflict: issues simmer, people complain behind each other’s backs, and nothing gets resolved. Listen for specific examples of how conflicts were handled. “We all get along great” is either a lie or a sign that nobody feels safe enough to disagree.

12. What’s the company’s policy on remote work, and has it changed recently?

In 2026, remote and hybrid work policies are constantly shifting. A company that’s “fully remote” today might mandate three days in office next quarter. Ask for specifics: what’s the current policy? How long has it been in place? Are there plans to change it? What percentage of the team works remotely vs. in-office? If the policy changed recently (especially if it went from more flexible to less), ask why. The answer reveals a lot about leadership’s trust in employees.

Compensation and Benefits

13. What is the total compensation range for this role?

Many states and cities now require salary transparency in job postings. If the range isn’t posted, ask directly. Frame it as: “To make sure we’re aligned, what is the budgeted salary range for this role?” This isn’t rude. It’s practical. You need to know whether the number works before investing hours in additional interviews. If they refuse to share a range, that’s a data point about company transparency.

Beyond base salary, ask about the full package: bonus structure and typical payout percentage, equity or stock options (and the vesting schedule), retirement matching (401k match up to what percentage), health insurance (premiums, deductible, coverage quality), and any other benefits like commuter stipends, wellness allowances, or childcare support.

14. How are raises and promotions decided, and how often do they happen?

Annual reviews are standard, but “annual review” doesn’t always mean “annual raise.” Ask specifically: what’s the typical raise percentage? Are raises tied to performance reviews, cost-of-living adjustments, or both? How are promotions decided: by manager recommendation, a formal committee, or self-nomination? Some companies have rigid promotion cycles (once a year). Others are more fluid. If raises have been frozen or below inflation for the past two years, that’s important to know before you accept an offer at today’s salary.

Process and Next Steps

15. What does the rest of the interview process look like, and what’s the timeline?

A reasonable interview process in 2026: 1 phone screen, 1 to 2 interviews (either virtual or in-person), and possibly a short take-home assignment or final round. Total timeline: 2 to 4 weeks from first interview to offer. If the company describes 5+ rounds of interviews spread over 6 to 8 weeks, that’s a sign of decision-making dysfunction that will follow you into the job. Ask about the specific steps, who you’ll meet, and when you can expect a decision. A company that can’t articulate its own hiring process probably can’t articulate much else clearly either.

16. Is there anything about my background or qualifications that gives you hesitation?

This is the boldest question on the list, and it’s one of the most valuable. It gives the interviewer permission to share concerns you can address in real time instead of losing the opportunity to an objection you never knew existed. Their answer might reveal a gap you can fill (“We were hoping for more experience with Salesforce”), which you can address directly (“I completed the Salesforce certification last month”). Or they might say “No, you’re a strong fit,” which is reassuring. Either way, you win.

What to Prepare Before the Interview

Have these ready before you walk in (or log on):

A printed copy of the job description with vague or interesting phrases highlighted for follow-up questions
Your salary research from Glassdoor, Levels.fyi, or Payscale, with a clear floor and target number
A list of 8 to 10 questions ranked by priority, so you can adapt if time runs short
Two to three specific accomplishments that directly relate to the role’s requirements, ready to share in conversational form
The interviewer’s LinkedIn profile reviewed for shared connections, background, and how long they’ve been at the company
A professional portfolio folder with copies of your resume, a notepad, and a pen. Taking notes shows you’re serious and gives you material for your follow-up email

Typical Cost Range and Factors

While interviews are free, the wrong job costs you enormously. Here’s what’s at stake financially:

Average cost of a bad job choice (leaving within 12 months): $5,000 to $15,000 in lost signing bonus, relocation costs, benefits gaps, and job search expenses
Salary negotiation gap: The average candidate who doesn’t negotiate leaves $5,000 to $10,000 per year on the table
Interview preparation investment: 3 to 5 hours of research and prep per company (worth every minute)
Professional interview coaching (optional): $100 to $500 per session
Resume writing services (optional): $200 to $1,500
LinkedIn Premium for job seekers: $30 to $60/month
Professional wardrobe updates (if needed for in-person interviews): $100 to $500

What “costs” more than money: Accepting a job with no growth path wastes 1 to 2 years of career momentum. Joining a toxic team damages your mental health and confidence. Taking a low offer because you didn’t negotiate compounds over your entire career (every future raise is a percentage of a lower base).

Red Flags vs. Green Flags

Red Flag	Green Flag
Interviewer can’t clearly describe what success looks like in the role	Specific 30/60/90 day expectations with measurable milestones
High turnover in the role or team with vague explanations	Low turnover, with specific examples of people who’ve grown internally
”We’re like a family here” (often means poor boundaries)	“We respect people’s time and we’re serious about sustainable workloads”
Won’t share a salary range even when pressed	Transparent salary range shared proactively or when asked
Interview process has 5+ rounds with no clear timeline	Structured process with 2 to 3 rounds and a clear decision timeline
Manager can’t describe their management style or gives a corporate non-answer	Manager gives specific examples of how they support their team
”Unlimited PTO” with no data on how much people actually take	Specific PTO policy with data showing people actually use their time off
Defensiveness or dismissiveness when you ask tough questions	Openness and appreciation for thoughtful, challenging questions

Money-Saving Tips

Negotiate the offer. Always. Even in 2026, most employers expect negotiation and build room into their initial offer. A single conversation that takes 15 minutes can add $3,000 to $10,000 to your annual salary. That compounds over your career. Over 20 years at a 3% annual raise, a $5,000 higher starting salary translates to roughly $130,000 in additional lifetime earnings.
Negotiate beyond salary if the base is firm. Ask for a signing bonus, additional PTO, a flexible start date, remote work days, a professional development budget, or stock options. Many companies have more flexibility on these items than on base salary.
Don’t reveal your current salary. In many states, it’s now illegal for employers to ask. If pressed, redirect: “I’m targeting a range of $X to $Y based on my research for this role and market.” Your current salary is irrelevant to what this role should pay.
Time your job search strategically. January and September are historically strong hiring months. Companies have fresh budgets and urgency to fill roles. August and December tend to be slower. Hiring during budget season (Q4 for most companies) gives you less competition.
Use your current job’s benefits while you have them. Schedule that dental cleaning, fill prescriptions, use your FSA balance, and take advantage of any professional development funds before you give notice. Benefits you’ve earned but don’t use are money left on the table.
Factor in the full compensation package, not just salary. A job paying $85,000 with a 6% 401k match, great health insurance ($200/month premiums vs. $600), and $3,000 in professional development is worth more than a $95,000 job with no match, expensive insurance, and no learning budget.

Quick Reference Checklist

Bring this to every interview:

Glossary

Total Compensation (TC): The full financial value of your employment package, including base salary, bonuses, stock/equity, retirement contributions, health benefits, and any other monetary perks. When comparing offers, always compare TC, not just base salary. A lower base salary with strong equity or bonus potential might be worth significantly more.

Vesting Schedule: The timeline over which you earn ownership of stock options or equity. A common schedule is 4-year vesting with a 1-year cliff, meaning you get 0% if you leave before year 1, then 25% at the 1-year mark, with the remaining 75% vesting monthly or quarterly over the next 3 years.

At-Will Employment: The standard employment arrangement in most US states where either the employer or the employee can end the relationship at any time, for any legal reason, with no required notice period. This means your job security depends on performance and business conditions, not a contract.

PTO (Paid Time Off): A combined bank of days covering vacation, sick days, and personal days. “Unlimited PTO” sounds generous but often results in employees taking less time off than under a traditional policy because there’s no clear number to aim for and social pressure discourages usage. Ask how many days people actually take.

401(k) Match: An employer contribution to your retirement savings that matches your own contributions up to a certain percentage. A “100% match up to 6%” means if you contribute 6% of your salary, the employer adds another 6%. That’s free money. Not maxing out your employer match is one of the most common financial mistakes employees make.

Helpful Tools and Resources

Our Pick

Professional Padfolio

Walk into your interview looking organized with a professional portfolio that holds your resume copies, question list, notepad, and pen. First impressions matter.

Our Pick

Professional Notebook

A quality notebook for interview notes, salary research, and follow-up action items. Dedicated job search notes in one place keep you organized across multiple interview processes.

Our Pick

Interview Preparation Book

A solid interview prep book helps you practice answering common questions, negotiate salary, and handle tricky situations. The investment pays for itself with one successful negotiation.

Glassdoor - Research company reviews, salary data, and interview experiences from actual employees. Pay attention to patterns in reviews (multiple people mentioning the same issue) rather than individual outliers.
Levels.fyi - Comprehensive compensation data for tech roles, including base salary, stock, bonus, and total compensation breakdowns by company and level. The most reliable compensation data source for tech industry positions.
Bureau of Labor Statistics (BLS) - The Occupational Outlook Handbook provides median pay, job outlook, and required qualifications for hundreds of occupations. Useful for understanding whether a salary offer is competitive for your region.
LinkedIn Salary Insights - Salary ranges based on LinkedIn’s data, filtered by title, location, and experience level. Less detailed than Glassdoor or Levels.fyi but covers a broader range of industries.

Frequently Asked Questions

How many questions should I actually ask in an interview?

Three to five. You won’t have time for all 16 in a single interview, and trying to rapid-fire them will feel like an interrogation. Pick the 3 to 5 most important based on who you’re talking to and what wasn’t already covered in the conversation. If you’re going through multiple rounds of interviews, spread your questions across sessions. Save compensation and benefits questions for later rounds (usually with HR or the hiring manager), and focus on role and team questions in early rounds.

Is it okay to ask about salary in the first interview?

Yes, and it’s increasingly expected. Wasting four rounds of interviews only to discover the salary is 30% below your range helps nobody. Frame it naturally: “To make sure we’re aligned before we both invest more time, could you share the budgeted salary range for this role?” If they won’t share, you can provide your range instead. Transparency benefits both sides.

What if the interviewer doesn’t leave time for my questions?

This happens, and it’s informative. An interviewer who doesn’t leave time for your questions is showing you that your perspective and concerns aren’t a priority. If it happens, say: “I have a few questions that would help me understand the role better. Would it be possible to schedule 15 minutes to discuss them?” If they say no or seem annoyed, that tells you something about the culture.

Should I ask the same questions to every interviewer?

Intentionally asking the same question to two different interviewers is actually a powerful strategy. If the hiring manager and the team member give you conflicting answers about work-life balance, growth opportunities, or team dynamics, that inconsistency is a red flag. It means either someone is being dishonest or the company doesn’t have alignment on these issues. Both are problems.

What if I get a bad feeling during the interview but the job looks great on paper?

Trust the feeling. Your gut picks up on signals your conscious brain hasn’t processed yet: the interviewer’s tone, the energy in the office, the way they talked about former employees, the pause before answering a question about work-life balance. A job can check every box on paper and still be wrong if the people, the manager, or the culture doesn’t feel right. You’ll spend 2,000+ hours a year at this job. “Good on paper” isn’t enough.

Next Steps

You’ve got 16 questions that transform you from a passive candidate into someone who’s evaluating the company as carefully as they’re evaluating you. Pick the 5 to 6 most relevant for each interview, write them on a notecard, and don’t be afraid to actually pull it out during the conversation. Taking notes and asking prepared questions signals competence, not nervousness.

The companies that welcome your tough questions are the ones worth working for. The ones that get defensive, dodge, or rush past “do you have any questions?” are telling you exactly what it’ll be like to work there. Listen.

For more career and education checklists, check out our Questions to Ask a Daycare Before Enrolling and browse all our guides in the Family and Education category.