What Are Four Questions You Could Ask A Hiring Manager During An Interview?
You’ve prepped your resume, polished your answers, and practiced that confident handshake. Then at the end of the interview, the hiring manager leans forward and asks, “Do you have any questions for me?” Cue the sweat break. 😅
If you’ve ever blanked out in that moment, you’re not alone. But here’s the thing: asking strategic questions isn’t just a formality—it’s your chance to demonstrate your fit, uncover real insights, and leave a memorable impression.
In this post, you’ll get not only four high-impact questions you can ask a hiring manager, but also:
Actionable scripts you can customize
Real-world examples that show why these questions work
Let’s dive in!
Why Asking Questions to Hiring Managers Matters
Why You Should Ask Questions to the Hiring Manager in Your Interview
When you ask smart questions at the end of your interview, you:
Signal genuine interest in the role and company culture
Validate your research and preparation
Assess whether the position truly aligns with your career goals
Stand out as someone proactive, curious, and engaged
“A candidate who asks good questions shows they’ve done their homework—and they care about long-term success.”
— Harvard Business Review
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Four Questions You Could Ask A Hiring Manager During An Interview
1. “How Would You Describe the Team’s Culture and Day-to-Day Collaboration?”
Why this matters: Culture is the invisible engine that drives morale, productivity, and ultimately retention. If you don’t fit the team vibe, even the dream job can feel like a mismatch.
Real-world example: At a San Francisco marketing agency, one candidate asked this and learned the team held daily “huddle chats” over video—bright and early at 8:30 AM Pacific. She realized that as a night owl, she’d struggle with that rhythm, and gracefully withdrew before offer stage, saving everyone time.
How to ask it smoothly:
“I saw on your website that you emphasize ‘open feedback’ and ‘creative collaboration.’ Can you tell me how that plays out in the team’s day-to-day work?”
What you learn:
How often people meet (formal stand-ups vs. casual check-ins)
Whether decision-making is top-down or democratic
If you’ll have the autonomy you crave—or need more structure
2. “Which Metrics or Goals Will Define Success in This Role?”
Why this matters: It shows you’re results-oriented and care about delivering impact—not just completing tasks. Plus, you’ll walk in with clear targets in mind.
Real-world example: A data analyst in Chicago asked this and discovered her team prioritized “data pipeline uptime” above all else. She used that insight in her thank-you email to highlight how she’d reduced downtime by 15 percent at her last job—instantly positioning herself as the perfect fit.
How to frame it:
“To make sure I’m focusing on what matters most, which three KPIs would you like me to move in the first six months?”
What you learn:
Core performance indicators (e.g., revenue growth, customer satisfaction, error rates)
Reporting cadence (weekly dashboards vs. quarterly reviews)
Who on the team owns which metrics (and how you’ll collaborate)
3. “What Challenges Have New Hires Typically Faced in Their First 90 Days?”
Why this matters: Every organization has growing pains. By uncovering the hurdles up front, you demonstrate proactivity and can hit the ground running.
Real-world example: Over at a New York City fintech startup, one product manager learned that the code documentation was sparse—so she proposed a weekend “docs sprint” before her official start date. That initiative earned her kudos from the CTO before Day 1.
How to ask it:
“Based on past hires, what obstacles should I be prepared for in my first three months—and what support will be available?”
What you learn:
Gaps in onboarding (lack of training materials, slow access provisioning)
Common roadblocks (legacy systems, unclear ownership)
What resources or mentors you can lean on
4. “How Does the Company Invest in Employee Growth and Career Development?”
Why this matters: Ambitious candidates want to climb—and companies that invest in talent tend to retain it longer. This question signals you’re in it for the long haul.
Real-world example: A software engineer in Austin asked about development budgets and discovered the firm offered an annual $3,000 stipend for conferences, plus internal tech talks. She then mentioned her experience speaking at local meetups, cementing her as someone likely to contribute to those events.
How to put it:
“I’m passionate about continuous learning—could you share examples of how the company supports professional growth, whether through training, mentorship, or tuition assistance?”
What you learn:
Formal programs (tuition reimbursement, online-course subscriptions)
Informal opportunities (lunch-and-learns, mentoring circles)
Pathways for promotion and skill expansion
Related
Killer Questions to Ask Employers
Unique Interview Questions to Ask Employers
Bonus Questions to Ask A Hiring Manager During An Interview
1. “Can you share a recent team win and what made it possible?”
Type: Culture & Recognition Question
Why it works: Highlights how the company celebrates success and what behaviors they really reward.
2. “What’s one thing you wish a new hire would tackle in their first month?”
Type: Impact & Priorities Question
Why it works: Shows you’re eager to contribute immediately and helps you zero in on their top priorities.
3. “How do leaders here solicit and act on employee feedback?”
Type: Leadership & Feedback Question
Why it works: Lets you gauge transparency and how open the chain of command is to grassroots ideas.
4. “What upcoming products or initiatives are you most excited about?”
Type: Strategy & Vision Question
Why it works: Demonstrates big-picture interest and gives you insight into where the company is headed.
5. “How does this role interact with other departments?”
Type: Cross-Functional Collaboration Question
Why it works: Illuminates how siloed or integrated the teams are—and whether you’ll have a seat at the table.
6. “What’s the typical career path for someone in this position?”
Type: Growth & Development Question
Why it works: Signals you’re thinking long-term and gives you concrete examples of advancement.
7. “How would you describe your management style?”
Type: Leadership Style Question
Why it works: Helps you understand how hands-on or hands-off your prospective manager will be.
8. “What work-life balance practices do you encourage?”
Type: Culture & Well-Being Question
Why it works: Shows you value sustainability and reveals whether they walk the talk on flexibility.
9. “Can you tell me about a challenge the company overcame recently and how?”
Type: Resilience & Problem-Solving Question
Why it works: Offers a behind-the-scenes look at how the organization handles adversity.
10. “What traits have you seen in your top performers here?”
Type: Performance & Expectations Question
Why it works: Gives you a clear checklist of soft skills and behaviors to model.
How to use them:
Pick 2–3 that feel most relevant to the flow of your conversation.
Listen for cues in the manager’s answers, then riff on them (e.g., “You mentioned…”).
Weave in your own experience (“In my last role, I…”), so each question doubles as a mini-highlight of what you bring to the table.
Generate and Practice Free Interview Questions
FAQs
Q: What questions should I ask when hiring a manager?
A: Focus on leadership and team-fit. Example questions: “How do you motivate and develop your team?” “Can you share an example of resolving a major conflict on your team?” “What metrics do you use to measure your team’s success?” “How do you balance short-term goals with long-term development?”
Q: What questions should I ask at an interview?
A: Aim to learn about the role, expectations, and culture. Good ones include:
“What would a typical day look like in this position?”
“What are the top priorities for this role in the first six months?”
“How does the team communicate and collaborate?”
“What opportunities for growth does the company offer?”
Q: What will be asked in a hiring manager interview?
A: As the candidate, expect questions about:
Your leadership style and past team experience
How you set and track goals or KPIs
Examples of managing conflict or underperformance
How you support career development for direct reports
Q: What to ask HR in an interview?
A: Use HR conversations to clarify policies and logistics:
“Can you walk me through the benefits package?”
“What’s the onboarding process like?”
“How is performance reviewed and rewarded?”
“What are the next steps and expected timeline?”
Q: Why should we hire you?
A: Keep it concise and role-focused:
“You should hire me because I bring [specific skill or experience], have proven success in [relevant achievement], and I’m excited to contribute by [how you’ll address their key need].”
Conclusion & Next Steps
Asking these four smart questions shows you’re prepared, invested, and ready to contribute from day one. Ready to make an even bigger impression?
👉 Try Interview Sidekick today—your pocket-ready interview coach with built-in question cheat-sheets, customizable sample scripts, and AI-powered follow-ups. Keep it handy on your phone for instant guidance, and let Interview Sidekick help you nail that final impression!
Good luck, and go get that offer! 🚀
