# Do you have any questions for us? What to ask at the end

Always say yes and ask two or three prepared questions, chosen for the interview stage and the person in front of you. Good questions ask about the work, the team and how success is judged. Save pay and holidays for the recruiter or the offer, and never ask something the company's website already answers.

By the Speaking Coach team at Sodhera Intelligence. Updated 2026-10-22. Source: https://www.orecci.com/speaking-coach/interview-questions/do-you-have-any-questions-for-us/

## Why "No, I think you've covered everything" hurts

The end of an interview is the part people remember. Saying you have no questions can come across as low interest or low preparation, even if the conversation went well. Your questions also show how you think: someone who asks how success is measured sounds like someone who plans to succeed.

It's also your chance to find out whether you want the job. Treat it as a real conversation, not a ritual.

## How many to bring

- **Prepare five or six.** Some will get answered during the interview.
- **Ask two or three.** More than that in a 45-minute interview can run over.
- **Check the clock.** If they say "We have a couple of minutes", ask one, your best.
- **Have one for each person** in a panel or a day of back-to-back interviews. It's fine to ask different people the same question; you'll learn from the differences.

## What to ask, by stage

### Recruiter or phone screen

The recruiter knows the process and the basics, not the day-to-day detail.

- "What are the next steps, and what's the timeline?"
- "What made this role open up? Is it new, or a replacement?"
- "What's the budgeted range for this position?" (This is the right person for it.)
- "Is there anything in my background you'd like me to expand on with the hiring manager?"

### Hiring manager

This is the person you'd work for. Ask about the work and how they judge it.

- "What would you need to see in the first three months to know you'd hired the right person?"
- "What's the biggest challenge the team is facing this year?"
- "How do you like to give feedback, and how often do you meet with your team one to one?"
- "What separates someone who's good in this role from someone who's great?"

### Team members or peers

They know what the job is actually like.

- "What does a typical week look like for you?"
- "How do projects come to the team, and who decides priorities?"
- "What's something you wish you'd known when you joined?"

### Senior leader or final round

Go broader. Show you're thinking about the company, not just the role.

- "Where do you see the biggest opportunity for the company in the next couple of years?"
- "How does this team's work connect to the company's main goals this year?"
- "What do you think the company does better than its competitors, and what does it most need to improve?"

## Questions to avoid

| Question | Why it hurts | Better |
| --- | --- | --- |
| "What does your company do?" | Shows no research | Ask about something you read: "I saw you launched X. How has that changed the team's work?" |
| "How much holiday do I get?" (first interview) | Sounds like your priority is time off | Ask HR at the offer stage |
| "Did I get the job?" | Puts them on the spot | "What are the next steps?" |
| "Can I work from home whenever I want?" | Sounds like a demand | "How does the team split office and remote work?" |
| Three questions at once | They'll answer one and forget the rest | One question at a time |
| A yes/no question | Ends the conversation | Start with "how", "what" or "tell me about" |

## The bold closing question

Some candidates end with: "Is there anything about my background that makes you unsure I'm a fit?" It can surface a concern you can answer on the spot. But it can also feel awkward. A softer version works for most people:

> "Is there anything you'd like me to expand on before we finish?"

If they name something, answer briefly and calmly. Then thank them. For what to say if they ask you whether you have anything to add, see [is there anything else you would like to add](/speaking-coach/interview-questions/is-there-anything-else-you-would-like-to-add/).

## How to ask, out loud

- **Listen to the answer.** Then respond to it, with a short comment or a [follow-up question](/speaking-coach/glossary/follow-up-question/). This is where the interview turns into a conversation.
- **Keep your question short.** Under 20 words is a good target. Long setups sound nervous.
- **Don't take notes during their answer** unless you ask first; nod and listen instead.
- **Link back once if you can.** "That's good to hear. In my last role I set up exactly that kind of weekly check-in."

## Example closing exchange

This made-up exchange shows the rhythm: one question, a real reaction, a second question, a thank-you.

> Candidate: "What would you need to see in the first three months to know this was the right hire?"
>
> Manager: "Mainly that the new booking process is running and the team trusts it."
>
> Candidate: "That makes sense. I rolled out a booking system at my last job, and getting the team to trust it took longer than the setup. How involved is the team in choosing the process?"
>
> Manager: "Very. That's actually a big part of the job."
>
> Candidate: "Great. That's everything from me. Thank you, I've really enjoyed this."

## Questions people ask

### How many questions should I ask at the end of an interview?

Two or three. Prepare five or six so you have spares if some get answered during the interview.

### Is it okay to ask about salary at the end?

With a recruiter, yes. With a hiring manager in a first interview, usually wait until they raise it or until a later stage.

### What if all my questions were already answered?

Say so, then ask one that builds on something they said: "You mentioned the new office. How will that change how the team works?"

### Can I bring my questions written down?

Yes. Glancing at a notebook is fine and shows you prepared. Just don't read them word for word.

### Should I ask every interviewer the same question?

You can. Comparing answers from a manager and a team member often tells you more about the job than any single answer.

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