Estimated Runtime: ~7 minutes
Do you have any questions for us?" This is not the end of the interview. This IS
the interview. Your questions reveal more about your thinking than thirty
minutes of answers ever could. A candidate who asks insightful, strategic
questions stands out immediately because most candidates ask forgettable ones —
or worse, say "No, I think you covered everything.
The best questions create genuine conversation and demonstrate that you're
thinking about impact, not just employment. "What would success look like in
this role after ninety days?" This tells them you're already thinking about
delivering results. "What's the biggest challenge the team is currently facing?"
This shows you understand that every team has challenges and you're ready to
help solve them. "How does this role contribute to the company's strategic
priorities?" This elevates you from task-doer to strategic thinker.
The common thread — these questions are about contribution and impact, not perks
and logistics. Save the vacation policy questions for after the offer.
Different interviewers care about different things. Ask HR about the process,
timeline, and culture. Ask the hiring manager about expectations, challenges,
and what separates good from great. Ask peers about the day-to-day reality, team
dynamics, and tools. Ask executives about strategy and vision.
Having the right questions for the right person shows social intelligence —
another skill they're evaluating.
Prepare five to seven questions for every interview. You won't use them all, but
you'll always have the right one ready. This completes Module Six. You now have
a full interview system — preparation, behavioral stories, technical frameworks,
and strategic questions. Module Seven takes us into negotiation territory —
where the real money is won or lost.