Interviewing for a job is very much a two way process which sometimes gets forgotten by candidates, so it's important to ask questions that reveal the true culture, expectations, and day-to-day reality of a particular role. Here are 10 insightful questions which can be asked along with explanations of why they’re effective:
1."Can you describe a typical day or week in this role?"
Why? This helps you understand the actual workload, balance between meetings and independent work, and whether the job aligns with your expectations. If the answer is vague, it might mean the role as it stands is poorly defined.
2. "What are the biggest challenges someone in this position would face?"
Why? This reveals potential pain points, whether they’re related to processes, team dynamics, or external pressures. It also shows if leadership is transparent about difficulties.
3. "How would you describe the team dynamic and collaboration style here?"
Why? Culture fit is crucial! If they mention "fast-paced and independent" but you thrive on collaboration, it may not be a good match for you. Listen for the red flags like "everyone wears many hats" (could mean chronic overwork).
4. "What does success look like in this role in the first 30, 60, and 90 days?"
Why? This clarifies expectations and potential onboarding support. If they can’t define success metrics or landmarks, it may indicate disorganisation or what they want from the role. If the expectations seem unrealistic, that should be a red flag for you.
5. "Can you share an example of how feedback is given and received here?"
Why? This reveals whether the company has a growth orientated culture or if feedback is avoided and dismissed. Look for specifics, eg. do they have structured reviews, or is feedback ad-hoc and vague?
6. "What’s something you’ve seen people struggle with when joining the team?"
Why? This uncovers hidden challenges (e.g., unclear processes, lack of training, or cultural assimilation issues). It also shows if the company is self-aware about onboarding gaps.
7. "How does the company support professional development and career growth?"
Why? If they mention mentorship, budgets for courses, or promotion paths, it’s a good sign. If they say, "You can take on more responsibilities," without structure, growth may depend entirely on self-advocacy.
8. "What’s one thing you’d change about working here if you could?"
Why? This has the potential to catch interviewers off-guard but in a good way. It often leads to honest answers about frustrations (e.g., slow decision-making, lack of resources). Pay attention to their tone, is it one of resignation or optimism.
9. "How does the team handle failure or missed goals?"
Why? This tells you whether the culture is blame-heavy or focused on learning. If they say, "We hold people accountable," dig deeper—does that mean punishment or constructive problem-solving?
10. "Why did the last person leave this role?" (Or, if it’s a new role: "What led to creating this position?")**
Why? If their answer is vague, like "They wanted new opportunities", make sure youprobe gently. High turnover in the role could indicate deeper issues. If it’s a new role, understand whether it’s due to growth or someone not being able to cope with their workload, potentially another red flag!
Bonus Tip:
Watch for nonverbal cues—hesitation, overly polished answers, or discomfort when discussing certain topics. Follow up with, "Can you tell me more about that?" to dig deeper.
See also if you can get a tour around the department/floor you will be working on/in. Does this give you a good vibe.
These questions help you move beyond the "selling" phase of the interview and uncover the real experience of working there. The best companies will answer transparently and enthusiastically.
How Can We Help?
We have placed and filled over 100,000 temp and permanent assignments over the last 30+ years so have a vast knowledge and range of techniques, ideas, and platforms that could help you. Why not call us on 0113 367 2880 have a conversation with one of our team. Alternatively, drop us an email here.
