24 Good Questions to Ask at the End of an Interview (and Why They Work)

Twenty-four questions to ask the interviewer, grouped by what you want to find out, with a one-line reason each works, plus how to raise pay and flexible working without hurting your chances.

By Tony Musso on Thu Oct 15 2026

The best questions to ask at the end of an interview are specific to the job, show you've been listening, and help you decide whether you want the role. "What would success look like in the first six months?" and "What's the biggest challenge facing the team right now?" are two of the strongest, because they get real information and show you're already thinking about doing the work.

Aim to ask two or three questions. Prepare six or seven in advance, because some will be answered during the interview. Below are 24 to choose from, grouped by what you want to find out, with a one-line reason each one works.

Questions about the role

1. "What does a typical week look like in this job?" You get a realistic picture beyond the job description.
2. "What are the most important things to get done in the first three months?" It shows you're thinking about delivering, and tells you their real priorities.
3. "Which parts of the job description take up the most time in practice?" Adverts often list ten duties when two dominate. This finds out which.
4. "Is this a new role or a replacement?" A new role may have less structure. A replacement tells you there's a track record to learn from.
5. "What's the biggest challenge someone in this role will face?" You hear the honest difficulties and can respond with how you'd handle them.

Questions about the team

1. "Who would I work with most closely day to day?" It shows you care about working relationships, not just the title.
2. "How is the team structured, and who does it report to?" You learn where decisions get made.
3. "How does the team share work and communicate, for example meetings, shared tools or messaging?" It reveals how organised the team is.
4. "How long have people in the team typically been here?" A mix of long-serving and newer staff is usually a good sign. Lots of recent starters may mean high turnover.
5. "What do you enjoy most about working with this team?" Interviewers who struggle to answer are telling you something.

Questions about success and progression

1. "What would a great first six months look like?" This is the strongest all-round question because it sets out how you'll be judged.
2. "How is performance measured, and how often would I get feedback?" You find out whether there are clear targets and regular one-to-ones.
3. "What happened to the last person in this role?" If they were promoted, that's a good sign for progression.
4. "What training or development do people in this team get?" It shows you want to grow, and tells you whether they invest in staff.
5. "Where have people who did well in this role moved on to?" You see the realistic routes up, not the brochure version.

Questions about culture

1. "How would you describe the culture in a few words?" Compare the answer with what you've seen and heard during the process.
2. "What has changed most in the organisation over the last year?" You learn about restructures, growth or new leadership that may affect you.
3. "How does the team handle busy periods?" It's a polite way to ask about workload and overtime.
4. "What do you like most about working here?" Personal answers are more revealing than prepared ones.
5. "Is there anything that would surprise a new starter?" It invites honesty about the things adverts leave out.

Questions about next steps

1. "Is there anything in my background you'd like me to expand on?" It gives you a chance to address a doubt before you leave the room.
2. "What are the next steps, and when should I expect to hear?" You know when to follow up, and you won't spend a week checking your phone.
3. "Will there be a further stage, a task or a presentation?" You can prepare properly.
4. "When would you want the successful person to start?" It helps you plan around your notice period.

Questions to avoid early on

Some questions are fine at offer stage but send the wrong signal in a first interview:

How to ask about pay sensibly

Pay matters, and asking about it is reasonable. The question is timing and tone.

• If the advert gives a salary or range, you usually don't need to raise it in a first interview. If they ask your expectations, refer to the range and where you'd fit in it.
• If no salary was advertised, it's fine to ask a recruiter or HR contact before the interview: "Could you share the salary range for the role?"
• In the interview, a neutral wording works: "Could you tell me how pay progresses in this role?" In the public sector, many jobs sit on a pay scale with steps, so this question is especially useful.
• At offer stage, ask about the whole package: employer pension contribution, bonus, holiday, and any allowances. This is when negotiation happens.

Before any of this, check what similar roles pay on our UK salaries by career pages so your expectations are realistic.

How to ask about flexible working

In the UK, employees can request flexible working from day one of employment. That doesn't mean you'll get the arrangement you want, but it does mean you don't need to hide the question.

At interview, ask about how the team works rather than what you want:

• "How does hybrid working work in this team?"
• "Do people in the team work different patterns, such as compressed hours or part-time?"

Once you have an offer, you can be specific about what you need. If flexibility is essential, for example because of caring responsibilities, it's reasonable to raise it at offer stage so neither side is surprised later.

How to ask your questions well

• Write them down and take the list in. Glancing at notes is normal and shows preparation.
• Link them to the conversation. "You mentioned the new system launch. How will this role be involved?" is stronger than a generic question.
• Listen to the answer. A short follow-up shows real interest.
• Ask each panel member something if there's a panel, ideally related to their area.

If you haven't yet prepared your answers to their questions, start with our guide to common interview questions and answers, including the STAR method for competency questions. Make sure your CV backs up the story you tell; CV Studio helps if you're moving into a new field. And if you're offered the job, our resignation letter template helps you leave your current employer on good terms. If the answers you hear make you unsure about moving at all, our guide to the signs it's time to leave your job for good can help you weigh it up.

Prepare your interview answers

Not sure which direction fits? A career test can narrow the field, if you pick one that shows its reasoning.