Best Practices for Asking Questions in Tech Interviews

If I had an interview today, here are the 5️⃣ questions I'd ask to actually learn what it’s like to work there 👇 After interviewing at 20+ companies over my career, I’ve given up on surface-level questions like: ➡️ “What’s the company culture like?” ➡️ “What do you enjoy most about working here?” Because let’s be honest — everyone has a prepared answer for those. I’ve learned that the best questions are the ones that reveal what it’s really like day-to-day. Here's what I like to ask— and the red 🚩 to watch out for:   1️⃣ “Can you walk me through a recent project that didn’t go as planned?” 🔍 Reveals how they handle failure and learn as a team. 🚩 No examples or finger-pointing. ✅ Honest reflection and lessons learned. 2️⃣ “What does success look like in this role—in 30 days, 90 days, and a year?” 🔍 Reveals clarity of expectations and support. 🚩 Vague: “You’ll figure it out.” ✅ Clear milestones + growth path. 3️⃣ “How does the team typically communicate and collaborate?” 🔍 Reveals culture, meeting norms, and async balance. 🚩 “We’re always on email/Slack/Teams.” ✅ Intentional practices and examples. When I interviewed at Atlassian, I asked about their approach to async work. The hiring manager gave me specific examples—page-led meetings,  Loom updates, how they document decisions in Confluence. That level of detail told me they actually lived these practices, not just talked about them. 4️⃣ “What’s the biggest challenge the team is facing right now?” 🔍 Reveals honesty and what problems you’d help solve. 🚩 “Everything’s great!” - no team is perfect. ✅ Real challenges + how they’re addressing them. 5️⃣ “Why did the last person in this role leave?” 🔍 Reveals turnover patterns and transparency. 🚩 Defensive or evasive answers. ✅ Clear story—promotion, pivot, or restructure. ️ 🌟 Bonus question I always ask the hiring manager: “What do you wish you’d known before you joined?” This one catches people off guard in the best way. Their answer tells you what surprised them—good or bad—and shows how reflective they are about the company culture. If I had an interview today, here’s what I'd remind myself: ➡️ It’s not just about proving you can do the job. It’s about deciding if this is where you want to do it. What’s a question you’ve asked in an interview that revealed something important about the company? Share in the comments. 👇

Most candidates play it safe at interviews. The best ones ask the tough questions. Anyone can ask, “what’s the company culture like?" BUT If you want to stand out, try these 7 smart questions instead: 1. "What’s the biggest reason people fail in this role?" Puts the hiring manager on the spot and gives you real insight into potential landmines. 2. "What’s the one thing about working here that has surprised you the most— good or bad?" This one cuts through rehearsed employer branding fluff and gets to the real employee experience. 3. "Can you tell me about a time when leadership made a decision that went against the popular opinion internally? What happened?" Tests for transparency, decision-making culture, and whether leadership actually listens. 4. "If you had to bet on one key factor that will make or break my success in this job, what would it be?" This one forces the interviewer to reveal what actually matters beyond the job description. 5. "If I exceed your expectations in my first year, what doors will this role open for me next?" Makes them think long-term about your growth—and shows you’re already thinking about overdelivering. 6. "What’s the unspoken rule in this company that no one puts in writing but everyone just knows?" Reveals how things really work beyond the polished employer branding. 7. "If I spoke to the last person who left this team, what would they tell me about why they left?" A gutsy way to get insight into leadership, turnover, and team dynamics. Most candidates prepare to answer questions. The best candidates know that asking the right questions can set them apart. The questions you ask can be just as impactful as the answers you give. Save this post for your next interview. And with that dear reader, I wish you a great week ahead! #aviation #hiring #culturematters

🎯 The 'reverse interview' technique that impressed every hiring manager I met. When I started interviewing for tech roles, I thought the process was all about answering questions perfectly. But after a few rounds, I realized something: the best interviews felt like real conversations, not interrogations. That’s when I discovered the “reverse interview” technique. Instead of just waiting for the “Do you have any questions for us?” moment at the end, I started asking thoughtful questions throughout the interview. Not just the usual “What’s the team culture like?” but questions that showed I was genuinely invested in the company and my own growth. Here’s what I did differently: Asked about the biggest challenges the team is facing right now. Dug into how success is measured for the role. Asked what the previous person in the role did well—and what they could have done better. Explored how the company supports learning and development for engineers. The result? Every hiring manager I met was impressed. They saw me as someone who thinks like an owner, not just an employee. Someone who’s proactive, curious, and serious about making an impact. Why this works: ✅ It shifts the dynamic—you’re evaluating them as much as they’re evaluating you. ✅ It shows you care about fit, not just getting an offer. ✅ It helps you spot red flags before you accept. Next time you’re in an interview, remember: you’re not just there to answer questions. You’re there to ask the right ones.

As an interview coach, one of the most common mistakes I see candidates make is believing the interview is only about answering questions. The truth? The best interviews are two-way conversations. A strong candidate not only answers questions effectively but also asks thoughtful, strategic questions that uncover what the company truly needs and whether the opportunity is the right fit. I always tell my clients: you’re not just trying to get the job, you’re trying to find the right job. Here’s how you can do that with the right questions: Start by understanding what’s missing. Ask: “What gap or problem are you hoping the person in this role will solve?” or “What’s something the last person in this role struggled with?” You’ll gain immediate insight into the pain points they want this role to address. Next, clarify expectations. Ask: “What does success look like in the first 6–12 months?” or “What are the top priorities for this role?” It shows you’re thinking ahead and ready to deliver. Don’t forget to assess the team and culture. Ask: “How would you describe the team dynamic?” or “What do you enjoy most about working here?” It can give you a real sense of what life at the company would be like. Ask about growth and support: “How do you support employee growth and development?” or “What does onboarding look like?” These show you’re invested in contributing long-term. Finally, always close strong: “Is there anything about my background or experience you would like me to clarify or expand on?” or “What are the next steps in the interview process?” The goal of every question you ask is to either give you the information you need to make a good decision or to position yourself as the exact solution to the company’s needs. If you’re preparing for interviews and want help thinking through your strategy, including what to ask, this is exactly what I coach my clients on every day. Feel free to reach out if you want to feel fully prepared and confident walking into your next big opportunity.

Stop asking "What's the company culture like?" It's a question that gets a rehearsed, vague answer. After 18+ years, I can tell you the candidates who impress me most are the ones who interview us. Instead of asking about "culture," ask these questions instead: → "Can you describe how the team handles disagreements or conflicting technical opinions?" (Reveals psychological safety) → "What does success for this role look like in the first 6 months, beyond the written job description?" (Reveals expectations and support) → "When a project goes over budget or past a deadline, what does the post-mortem process look like?" (Reveals if they have a culture of blame or learning) → "What's one thing the team is actively trying to improve?" (Reveals self-awareness and honesty) → "How is great work recognized here, beyond compensation?" (Reveals if they value contributions or take them for granted) The best candidates aren't just trying to prove they are a fit for us. They're trying to figure out if we're a fit for them. What's the most revealing question you've ever asked in an interview? #InterviewTips #Culture #Jobs #India #Engineering

Most candidates treat the final interview question like a formality: “Do you have any questions for us?” But that’s where careers are made or derailed. The right question does two things at once: ✅ Shows you’ve done real homework ✅ Reveals what the day-to-day will actually feel like Here’s a framework I shared in The Careersy Community recently. 1. Do the pre-work Before the interview, scan Glassdoor, Blind, and Seek reviews. Spot repeated themes: burnout, slow progression, strong mentoring, etc. Feed those into AI to craft sharper questions. 2. Flip generic into specific Instead of: “What’s the culture like?” Ask: “Several reviews mention high release pressurehow do you balance speed with developer wellbeing?” 3. Test for alignment Too many candidates ask questions that impress the interviewer but don’t serve themselves. Flip it: make your questions a filter, not a performance. Step 1 – Name your non-negotiables Write down your top 3 before the interview (e.g., learning pace, stability, leadership style). Step 2 – Stress-test them in the room Instead of vague “what’s the culture like?”, design pointed questions that force evidence: • Career growth? → “Can you share a recent example of someone who joined at this level and how their role evolved?” • Work-life balance? → “When was the last time your team had to work late to hit a deadline? How was that handled?” • Leadership support? → “What does your 1:1 rhythm look like with direct reports?” Step 3 – Watch how they answer • Do they give stories and specifics → good sign. • Do they dodge or generalise → yellow/red flag. (If this happens you should ask a follow up) This isn’t about “sounding smart.” It’s about pressure-testing whether this job matches the career (job) you actually want. 4. Use insider angles • Ask your future peers (if you meet them). You can also find them on LinkedIn. Simple search. Company + role you are going for in the search bar → “What do you wish you knew before joining?” • Ask leadership → “What problem keeps you up at night, and how would this role help solve it?” Why this works: • Hiring managers remember candidates who challenge politely, not those who nod politely. • You avoid the trap of “performing interest” and instead demonstrate critical thinking. • You gather data to decide if you actually want the job. Next time you’re tempted to ask about Friday drinks, pause. Use your question to surface what the job description doesn’t say. Because interviews aren’t just about getting chosen. They’re about choosing well. Save this post. It will come in handy one day. If you liked it, make sure to follow me.

Most tech professionals prepare for every question they'll be asked. Their mistake is not preparing the ones they ask. The questions you ask at the end say more about you than most of your answers. Here's what to ask if you want to end up with a role: About the role → What does success look like in the first 90 days? → What are the biggest challenges this role will face in the first six months? About the team → How does the team make decisions and what is the working style like? → What happened to the person who was in this role before? About the manager → How do you typically give feedback and how often? → What do you wish you had known before joining this company? About growth → What does the career path typically look like for someone in this role? About the company → How have the company's priorities shifted in the last 12 months? Always close with this → Based on our conversation, do you have any hesitations about my fit for this role? The interview isn't over when they stop asking questions. It's over when you leave the room Share this post and help others get their next job!

Before you ask *any* question in an interview, pause and ask yourself: “What am I going to get out of their answer?” …and… “What is this question helping them learn about me?” If the answer is “not much,” skip it. Instead, ask questions like: “What are the biggest challenges leadership is focused on right now?” "In my most recent role, I had a lot of success doing ___ - is there an opportunity to do that here?" “I’m meeting with ___ next — what will they care most about, and how will I work with them in this role?” “If you were in my shoes, what would you make sure to emphasize with the next interviewer?” "Based on my experience and what I've learned about the role, I imagine ______ is a big challenge - how do you approach it?" "Earlier, you [or another interviewer name] mentioned _______- how does [something related] affect that in practice?" The best questions at the end of an interview: ✅ Teach you something that will help you perform better in future interviews ✅ Allow you to humble brag ✅ Stroke their ego (lightly) & start a conversation ✅ Demonstrate you understand their challenges & start a conversation :) ✅ Call back to another conversation or something shared earlier ✅ Show you're knowledgable and curious about the space Questions that at best fill the air and at worst make you forgettable: 🤦♂️ Cover things that will be covered in onboarding 🤦♂️ Ask about a 30-60-90 day plan 🤦♂️ Ask about turnover or future layoffs 🤦♂️ Generic questions about culture 🤦♂️ Ask about next steps (most interviewers won't know this) Think about what you care about & what you want to get out of their answer. Build the question from there. YOU'VE GOT THIS! - ♻️ Share to help your network Follow me Sarah Goose for more job search strategies from a former Google hiring leader.

I’ve landed every job I interviewed for, and one of the main reasons was the questions I asked at the end. A lot of candidates work hard to get through multiple rounds, build momentum, and leave a strong impression,  only to weaken it in the final few minutes by asking generic questions that do nothing to separate them. Questions like: ❌ What does success look like in this role? ❌ What are your expectations from this role? ❌ What is your leadership or communication style? ❌ Do you have any concerns about my candidacy? These questions do not position you as someone who understands how teams operate or how hiring decisions are actually made. The questions that helped me stand out did something very different: they turned the interview from a standard Q&A into a real conversation. Here are the ones I used: 1. “If you had a magic wand, what’s the biggest challenge you’d solve for your team?” This helps you uncover the team’s real pain points so you can connect your experience directly to them. 2. “What personality traits define a top performer on your team?” This reveals how success is judged internally beyond what is written in the job description. 3. “Who are my key stakeholders, and how would I make their lives easier?” This signals that you already think like someone in the role. 4. “How does the team give and receive feedback?” This gives you insight into culture, trust, and collaboration. 5. “What’s your favorite part about working here?” This often leads to the most honest answer in the interview. 6. “What does career growth look like in this role?” This shows long-term thinking and genuine interest. 7. “Are there any areas of my experience you’d like me to clarify?” This gives you a chance to address hesitation before it becomes rejection. Most candidates answer questions. The strongest candidates influence the conversation. Follow Aneri if you are an immigrant or international student in the U.S. I share practical advice, resources, and insights to help you land your next role.