You’ve landed the interview and are preparing to meet your potential future boss.
Excitement and nerves course through you as the big day approaches.
While the interviewer will certainly have many questions for you, coming prepared with your thoughtful questions can set you apart from other candidates and give you valuable insights into the role and company.
Asking the right questions shows the manager that you’re engaged, curious, and thorough in your approach.
It’s an opportunity to dig deeper into the details of the position, get a sense of the team dynamics and management style, and envision how you might fit into and contribute to the organization.
Questions to Ask the Manager in an Interview
As you sit down with the hiring manager, here are 10 key questions to consider posing, along with guidance on why each one matters and how to interpret the responses you receive.
1. What are the key priorities for this role in the first 90 days?
Kicking off your conversation with this question immediately conveys that you’re thinking ahead about how you can make an impact. It shows that you want to hit the ground running and are ready to align your efforts with the most pressing needs of the role.
How might you approach phrasing this question? You could say something like: “If I were to step into this position, what would be the most important areas for me to focus on in my first three months to drive results?” This wording demonstrates an action-oriented mindset.
Listen closely to how the manager responds. Do they have a clear, well-thought-out set of initial priorities? That’s a positive sign that they’ve put consideration into the role and how a new hire can best contribute. On the other hand, if their answer is vague or suggests that expectations will be figured out on the fly, it could indicate a lack of strategic planning.
Their response will also give you a window into some of the immediate challenges and opportunities associated with the position. Are they reasonable and exciting to you? Evaluating the key priorities through your lens can help you determine if it seems like a strong fit for your skills and interests.
2. How would you describe the team culture and dynamics?
Where many candidates focus solely on the job description itself, your questions about team culture reflect a more holistic perspective. You recognize that who you work with day in and day out has a huge impact on your happiness, productivity, and growth. Developing a sense of the interpersonal dynamics surrounding the role is shrewd due diligence.
Worried about overstepping boundaries with this question? Keep it positive by saying something like: “I’m excited to learn more about the team. How would you characterize the group’s interactions and ways of working together?” Framing it constructively avoids putting the manager on the defensive.
As you listen to their description, try to read between the lines. Do they speak about the team with genuine enthusiasm, or does their answer feel flat? Ideally, you want to hear examples of how colleagues support each other, communicate openly, and bring diverse skills to the table. Bonus points if the manager can articulate how they personally foster a positive team environment.
If their characterization seems rosy to the point of not being believable, don’t hesitate to probe gently for more texture. You might follow up with something like: “That’s great to hear. Like any team, I imagine some areas could be even stronger. What’s one thing you’re focused on improving in terms of team dynamics?” This gives them a chance to add nuance to their initial response.
3. What are the most important skills for succeeding in this role?
Asking about the key competencies required for the position serves two purposes. First, it helps you evaluate how well-suited you are and identify any potential gaps you’d need to work on filling. Second, it sheds light on what the manager sees as the role’s most essential functions and contributions.
Position the question in a way that underscores your desire to thrive in the role: “I want to ensure that I’m set up for success from day one. In your view, what are the skills and qualities that will enable someone to excel in this position?” Phrasing it like this shows that you’re committed to doing what it takes to be a top performer.
Listen to the manager’s answer. Are they focused more on the technical capabilities needed, or do they emphasize soft skills like communication, collaboration, and adaptability? A response that balances both likely means they take a well-rounded view of what success looks like.
If they lean heavily on technical expertise and you feel confident you have that in spades, you might follow up with a question about the importance of soft skills. For example: “It’s great to hear that having a strong grasp of data analysis is so important. I’m also curious about some of the less tangible qualities that can make someone effective in this role. What interpersonal skills do you see as key to building strong relationships with stakeholders?”
4. How would you describe your management style?
Learning about the manager’s leadership approach is arguably just as important as the details of the role itself. Working for someone whose style resonates with your needs and preferences can be the difference between dreading the workday and feeling energized by it.
But how do you ask about management style without putting them on the spot? Try a question like: “I’ve found that I tend to thrive under certain leadership approaches. Would you be open to sharing a bit about your management philosophy and how you typically interact with your team?” This keeps the focus on you while still creating an opening for them to share.
Some managers default to describing their style in terms of overused buzzwords – “I’m a hands-off leader” or “I believe in an open-door policy.” Don’t hesitate to dig deeper with prompts like: “Tell me more about what ‘hands-off’ looks like in practice. How often do you check in with team members, and what kind of guidance do you provide?” or “I love the idea of your door always being open. Can you share an example of a time a team member came to you with a challenge and how you worked through it together?”
The most important thing is to listen for the human behind the platitudes. Do they share anecdotes that show their commitment to supporting and developing their team? Do they come across as fair, consistent, and invested in the success of those they manage? Jot down the qualities that stand out – you can reflect on them later as you evaluate the opportunity.
5. What learning and development opportunities are available?
Asking about how the company supports continuous learning demonstrates that you’re committed to growing your skills. It shows the manager that you’re someone who’s always looking to level up your abilities rather than coasting in your comfort zone.
You might broach the topic by saying: “I’m excited about the prospect of taking on new challenges in this role. Can you tell me a bit about the learning and development opportunities available to help team members build new skills?” This highlights your willingness to push yourself while still putting the onus on the manager to fill in the details.
Ideally, their answer will touch on things like formal training programs, mentorship opportunities, clear pathways for advancement, and dedicated learning and development budgets. They might share examples of team members who’ve grown their careers within the organization, showcasing a commitment to investing in talent.
If the manager’s response leans more heavily on informal learning opportunities – collaborating with skilled teammates, getting stretch assignments, etc. – you can follow up to learn more about structured ways to build new capabilities. For example: “It’s fantastic that there are so many opportunities for on-the-job learning. I’m also curious about more formal avenues for skill-building. Does the company offer things like workshops, conferences, or tuition assistance for continuing education?” This balanced approach shows that you value both organic and structured growth.
6. What are the biggest challenges the team is currently facing?
This question is a great way to get a more unvarnished view of what you’d be signing up for in the role. Every team has its struggles, and learning about them upfront can help you decide if they’re challenges you want to take on.
But how can you inquire about pain points without coming across as pessimistic? Position the question as a way of understanding how you can make the greatest contribution: “I’d love to learn more about some of the key challenges the team is working on solving. Where do you see the greatest opportunities for a new hire in this role to help tackle those issues?” This frames the discussion around how you can be part of the solution.
As the manager shares their perspective, listen for a few key things. First, how significant are the challenges relative to the size and scope of the role? If they’re grappling with major strategic headaches that seem far above the job’s pay grade, that could be a red flag.
Second, how openly does the manager discuss the challenges? A good leader should be able to acknowledge problems honestly while still projecting confidence in the team’s ability to overcome them. Beware of answers that feel overly rosy or evasive.
Finally, do the challenges excite you? Are they the kinds of problems you want to help solve? If tackling them sounds energizing rather than draining, that’s a good sign that the role could be a fulfilling fit.
7. How does this role contribute to the organization’s larger goals?
Zooming out to understand the bigger picture of how the position fits into the company’s overall mission and objectives is a savvy move. It shows that you’re a strategic thinker who’s focused on more than just your piece of the puzzle.
One way to pose this question is: “I’m curious to learn more about how this role supports the company’s broader goals. Can you share some examples of how the work of this position contributes to the organization’s key priorities?” This invites the manager to connect the dots between day-to-day responsibilities and high-level objectives.
As they respond, try to gauge how they’re able to articulate the role’s impact. Do they have specific anecdotes at the ready of how the position has made a difference? Can they explain how individual goals ladder up to team and company-wide targets? The more concrete they can be, the better – it suggests that they’ve thought deeply about how the role creates value.
If their answer feels thin or unclear, don’t hesitate to probe further. You might ask something like: “That’s helpful context. I’m also wondering if you have any examples of key performance indicators (KPIs) or metrics that are used to measure the role’s contribution to broader goals?” This can prompt a more specific discussion of how success is defined and tracked.
Ultimately, you want to come away with a solid understanding of how your work would matter beyond your immediate to-do list. Feeling like you’re contributing to something larger than yourself can be a powerful source of motivation and fulfillment.
8. What are the next steps in the hiring process?
Before wrapping up your conversation, be sure to inquire about the hiring timeline and what to expect going forward. This shows that you’re eager to move ahead and respectful of the manager’s time.
A simple way to inquire is: “Thanks so much for taking the time to meet with me today. I’ve enjoyed learning more about the role and the team. Could you give me a sense of what the next steps look like and when I might expect to hear back?” This expresses your appreciation while still being direct about getting the key logistical details.
Pay attention not only to the specifics of the timeline but also to how definitive the manager’s response is. Do they lay out clear next steps and a firm decision date? That suggests that they’re running an organized process and that the role is a priority.
If their answer is vague or noncommittal – “We’re still interviewing other candidates, so we’ll be in touch!” – you might follow up with a polite but pointed question like: “I understand. To help me plan my interview process, would you be able to share your best estimate of when you expect to have a decision?” This can nudge them to give you a bit more to work with.
Of course, even the most buttoned-up hiring processes can hit snags, so take any timeline with a grain of salt. The point is less about holding them to a specific date and more about getting a general sense of their decisiveness and organization.
9. What are the company’s plans for growth and expansion?
Asking about the organization’s future ambitions is a way of signaling that you’re invested in its long-term success. It shows that you’re not just thinking about the role in isolation but considering how it might evolve as the company grows.
You might frame the question like this: “I’m excited about the possibility of joining an organization that’s innovating in this space. Can you share a bit about the company’s vision for growth over the next few years and how this role might expand or change as those plans unfold?” This question allows you to learn about their strategic direction while also getting a sense of the potential career path.
As the manager responds, listen for a few key things. First, how well-defined and realistic do the growth plans seem? A vague answer like “We want to double in size!” without any specifics on how they’ll get there could suggest a lack of strategic rigor.
Second, how does the manager see the role evolving as the company scales? Are there clear opportunities for advancement or expanding responsibilities? If they have a hard time articulating how the position might grow, that could be a sign that they haven’t put much thought into long-term talent development.
Finally, does the overall vision excite you and align with your own career goals? If the company’s plans for the future energize you and seem to create interesting pathways for your growth, that’s a strong argument in favor of the opportunity.
10. What do you enjoy most about working here?
Ending your conversation on a personal note is a great way to build rapport with the manager and get a sense of what motivates them. After all, if they’re enthusiastic about their work, that’s a promising sign for the overall health of the team and organization.
Because this question invites a bit more vulnerability, ease into it gently. You might say something like: “I’ve enjoyed our conversation and feel like I have a much better sense of the role and the company. Before we wrap up, I’d love to hear a bit about your own experience. What are some of the things that get you excited to come to work every day?” This approach keeps things professional while still creating an opening for them to share.
As you listen to their answer, try to discern how authentic their enthusiasm feels. Do they have specific examples of moments when they felt particularly proud or fulfilled in their job? Does their body language and tone convey genuine excitement?
If they struggle to come up with things they enjoy or their answer feels perfunctory, that’s worth noting. While every job has its challenges, you want to work for a manager who finds real satisfaction in their role and is committed to fostering that same spirit in their team.
Conversely, if their faces light up as they describe the impact they’ve been able to make or the incredible people they get to work with, that’s a wonderful sign. A manager who’s truly passionate about their work is often the kind of leader who inspires and empowers their team to do great things.
Wrapping Up the Interview
Walking into an interview armed with thoughtful, nuanced questions is one of the best ways to demonstrate your engagement and value as a candidate.
By digging into the role’s key priorities, the team’s culture and challenges, and the manager’s leadership style and experience, you can gain a multidimensional understanding of the opportunity.
Of course, every conversation is unique, and you may not have a chance to ask all of these questions in a single sitting.
That’s okay – the goal isn’t to robotically work through a checklist but rather to have a genuine, illuminating dialogue with your potential future manager.
As you reflect on their responses, pay attention to your intuition. Did you come away feeling excited about the possibility of working together or vaguely uneasy?
Did their answers paint a vivid and cohesive picture of the role and the organization or were there inconsistencies and red flags?
Remember that an interview is a two-way street – you’re evaluating the opportunity just as much as they’re evaluating you.
Asking probing, thoughtful questions is a way of ensuring that you have the information you need to make a confident decision.
If the conversation has left you energized and eager to learn more, that’s a clear sign that this could be an incredible next step in your career journey.
If it’s left you with more doubts than clarity, don’t be afraid to keep exploring other options.
At the end of the day, the questions you ask in an interview are a powerful tool for learning, building relationships, and making informed choices about your professional path.
So don’t shy away from sparking meaningful dialogue – your future self will thank you.