What Are the Top 5 Questions to Ask an Interviewer? My Game-Changing Experience

If you're wondering what the top five questions to ask an interviewer are, you're already miles ahead of where I was five years ago. I used to walk into job interviews armed with rehearsed answers and a polished resume, thinking that was enough.

However, every time the interviewer asked me if I had any questions about the role or the company, I replied with something along the lines of, "Not really, you covered everything pretty well."

And while we parted ways with the usual, "We'll stay in touch," I could tell we wouldn't speak again. It took me years to understand that interviews aren't interrogations—they're conversations. And the best conversations happen when both people are genuinely curious about each other. I had been focusing on the wrong thing, putting all my energy into impressing them instead of figuring out if they were worth my time.

After going through countless interviews, I realized I was approaching them all wrong. I used to focus only on giving the perfect answers, but I rarely walked away feeling confident about the job itself. That all changed when I started asking the right questions—ones that helped me uncover what the role and company were really like.

It wasn't just about impressing the interviewer anymore; it was about making sure I was making the right decision too. That shift in mindset completely transformed my interview experience—and saved me from jobs that would have made me miserable.

So, here are the five best questions to ask an interviewer—and why they work so well.

The Top 5 Questions to Ask in an Interview

What does success actually look like in this role?

This question has saved me from so many potential disasters. Job descriptions are often wish lists written by HR departments who've never actually done the job. The real story comes from the hiring manager's mouth.

By asking, “What does success actually look like in this role?” you shift the conversation from vague responsibilities to concrete expectations. Too often, candidates assume that success means just completing assigned tasks, but in reality, every company has its own idea of what truly matters. This question uncovers those hidden priorities, whether it’s meeting specific metrics, taking initiative, or contributing to long-term company goals.

It also helps you spot red flags early. If the hiring manager struggles to define success, it might mean expectations are unclear, the role lacks direction, or the company doesn’t invest in employee growth. On the flip side, if they have a strong, well-thought-out answer, it gives you a clear benchmark to aim for if you land the job.

Ultimately, asking this question ensures that you’re not just accepting any job—you’re stepping into a position where you know exactly how to excel and grow. It shifts your mindset from “Am I good enough for this job?” to “Is this job good enough for me?” And that’s a game-changer in any interview.

What are some challenges the team is currently facing?

This question kills two birds with one stone: it shows you're already thinking like a team member, and it gives you the inside scoop on what you'd actually be walking into. Companies love proactive employees—people who aren’t just looking for a job but looking for ways to contribute meaningfully. By asking about challenges, you signal that you’re already considering how you can bring value to the team.

But beyond making a good impression, this question is a reality check. Too many job descriptions paint an idealized picture of a role, glossing over the everyday struggles that come with it. Asking about challenges forces the interviewer to acknowledge what the team is actually dealing with—whether it’s tight deadlines, resource limitations, leadership changes, or company-wide shifts.

It also reveals whether the company has strong leadership and values transparency. For instance, if the hiring manager openly shares the challenges the team is facing and their plan to address them, it’s a strong indicator that this could be a great place to start or continue your career. On the other hand, if they struggle to answer, it may signal unclear expectations or a lack of direction.

How would you describe what it's really like to work here?

Notice I don't ask about "company culture"—that phrase triggers corporate speak faster than you can say "synergy." Instead, I ask about the actual experience of working there, and I watch their body language as much as I listen to their words.

The best answers come with specific examples: "Last month, when Sarah's daughter was in the hospital, the whole team stepped in to cover her projects without being asked." Or: "We have a tradition where anyone can call a 'code red' meeting if they think we're heading in the wrong direction, and everyone—including the CEO—has to drop what they're doing to listen."

The worst answers are vague platitudes: "We're like a family here" or "We work hard and play hard" (usually code for burning the candle at both ends and mandatory fun).

How do people grow their careers here?

Most candidates don’t realize how powerful this question is—it does double duty. Not only does it give you crucial insight into the company, but it also shows the interviewer that you’re thinking long-term. It makes it clear you’re not just looking for a paycheck—you want to grow, contribute, and build something meaningful. Employers love candidates who show ambition because it means you’re likely to stick around and become a valuable asset to the team.

But the real value of this question is in what the answer tells you. It quickly separates companies that genuinely invest in their employees from those that see them as expendable. You’re not just asking about promotions—you’re trying to gauge whether they truly offer growth opportunities or if it’s just a buzzword with no real backing.

Great answers include specific examples: "Our current VP of Sales started as an account executive three years ago" or "We have a mentorship program and a $2,000 annual learning budget for each employee."

Weak answers are usually abstract: "We promote from within when possible" or "There are lots of opportunities for the right person." These non-answers often mean they haven't thought seriously about employee development.

What happens next, and when should I expect to hear from you?

This seems basic, but it's incredibly powerful. It shows you're organized, proactive, and genuinely interested. Plus, it gives you permission to follow up without seeming pushy.

More importantly, their answer tells you about their hiring process and respect for candidates' time. If they say, "We'll be in touch soon" without any timeline, that's often a sign of a disorganized company. If they give you a specific timeline and stick to it, that's a green flag about how they operate.

An added bonus of having a specific timeline is that you'll know exactly when to expect that important call or email letting you know if they're moving forward with you.

Conclusion

These interview questions completely changed the game for me. Instead of feeling like I was seeking approval, I started making informed decisions about my future—and that confidence showed. Interviewers noticed, and the conversations felt more balanced.

The best part? Even when these questions exposed that a job wasn’t the right fit, they saved me from months (or years) of frustration. That’s a win too.

You’re not just trying to get hired—you’re trying to get hired into the right place. The best companies will appreciate your thoughtful questions. The ones that don’t? Probably not worth your time.

So next time they ask if you have any questions, don’t just nod and say no. Lean in, ask something meaningful, and watch how the conversation shifts. You’ll never go back to being a passive candidate again.