12 Questions to Ask at the End of an Interview (That Make Them Remember You)
"Do you have any questions for us?" is not a courtesy. It's the last scored section of the interview — and "no, I think you covered everything" scores zero. No questions reads as no interest.
The questions that land
About the role:
- "What would the first 90 days look like for the person who wins this role?"
- "What separates someone who's good in this role from someone who's exceptional?"
- "What's the hardest problem this team is dealing with right now?"
About the team:
- "How does the team celebrate when something ships or a deal closes?"
- "What made you personally join — and what's kept you here?"
- "How does feedback actually flow here — formal reviews, or day to day?"
About success and growth:
- "How will you measure whether the person in this role is succeeding six months in?"
- "Where have people in this role grown into next?"
- "What's something the team is trying to get better at right now?"
The closers:
- "Is there anything about my background that gives you hesitation? I'd rather address it now."
- "What are the next steps, and when should I expect to hear from you?"
- "Based on today, is there anything you'd want me to expand on?"
Why question #10 wins offers
Almost nobody asks it, because it feels risky. But it does two things: it surfaces objections while you can still answer them, and it signals a level of confidence most candidates never show. Recruiters remember the person who asked.
Questions that hurt you
- "What does your company do?" — you had one job.
- Anything about salary, vacation, or remote days in a first round — save it for the offer stage, when you have leverage.
- Questions clearly recited from a list, asked with no follow-up.
Pick three, not twelve
Choose two or three that genuinely matter to you and tailor them to the conversation you just had. "Earlier you mentioned the migration project — what's the hardest part of it?" beats any canned question, because it proves you listened.
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