Twelve questions to ask at the end of an interview (and what the answers tell you)

The last five minutes of an interview are the only part you fully control. 'No, I think you covered everything' wastes them. The questions below are worth asking; each note explains what a good or bad answer sounds like.

About the role

• 'What would a successful first six months look like?' — A specific answer means the role is defined; a vague one means you would be defining it.
• 'Why is the position open?' — Growth is good; a departure is fine if they can say why; several departures is a flag.
• 'What is the hardest part of this job that the posting does not mention?' — Honest interviewers love this question.

About the team

• 'How does the team make decisions when people disagree?' — Listen for a process, not just a person.
• 'How is work prioritised, and who sets the priorities?' — Reveals how much autonomy you would actually have.
• 'What do people who have done well here have in common?' — Tells you what is rewarded.

About the manager

• 'How do you prefer to give feedback?' — A concrete answer suggests they have thought about it.
• 'What would you want me to have learned by the end of the first year?' — Shows whether they think about development.

About the company

• 'What has changed most about the company in the last year?' — Momentum, drift or churn.
• 'How does the company handle a quarter that goes badly?' — You will find out eventually; better to hear it now.

About the process

• 'What are the next steps and the timeline?' — Always ask; it sets up your follow-up.
• 'Is there anything about my background you would like me to expand on?' — A chance to address a doubt before you leave the room.

Pick three or four; do not run through all twelve. Choose the ones whose answers would actually change your decision.