9 essential questions to ask your interviewer

As your job interview comes to an end, it’s common for the interviewer to ask if you’d like to raise any questions about the role or the organisation. Preparing for this part of the interview is just as important as preparing for the questions you’ll be asked, so it helps to come ready with thoughtful points that show genuine interest. 

The kinds of questions you ask can demonstrate curiosity, engagement, and a desire to understand how you might fit into the role. They also give you a chance to sense what working there could be like. Just remember — avoid asking about things that are already publicly available, such as information on the company’s website or in news articles. 

To explore what works best, we spoke with Thirayada Jantapon, HR Manager with years of recruitment experience, and Varavudh Thamrongrat, Director of SoGood House, Post-Production, who has managed multiple successful businesses. Both shared their perspectives on how candidates can ask questions in a way that feels polite, humble, and effective. 

1. Build on the conversation 

Rather than asking the interviewer to “expand on growth plans” or “explain the company vision,” it’s better to engage naturally with the points they raise during the discussion. Varavudh explains that interviews should feel like a flowing conversation, not a one-way exchange. “The candidate should be interactive, asking questions that show they’re listening and curious about the role and the business.” 

Thirayada agrees, adding that the best questions are those that connect directly to what’s already been discussed. “It shows genuine interest and demonstrates the candidate’s ability to engage with details in a meaningful way.” 

2. Why has this position become available? 

Both contributors caution against asking this. It can come across as too direct or even sensitive. While the answer might reveal things about staff turnover or growth, the risk is that the question feels intrusive. Instead, focus on questions that highlight your interest in the role and the company’s future, rather than probing into internal matters. 

3. What’s the future strategy of the company? 

This is a safe and constructive question. Thirayada notes that it helps candidates understand what their long-term future might look like and what kind of work they’ll be involved in.  

It’s also a chance to check whether the company’s direction aligns with your own priorities. For example, if stability is important to you, and they mention upcoming transformation, you can explore that further. 

4. What would a typical day look like for the role being offered? 

This is a useful question, though often the interviewer will explain it without being asked. Varavudh points out that the spirit of this question is to have a conversation as the interviewer raises details about the role. 

Thirayada agrees that this question can give valuable insights into how the role is structured and what the company expects from you on a daily basis. 

5. How do you measure success in this role? 

Thirayada sees this as a good question because it helps candidates understand what the company values most. 

Varavudh adds that success is not always measured formally. “In many businesses, success is observed through how the candidate works with others. If team members complain about shortcomings or if someone struggles to fit in, that’s often the basis of how success is judged.” This highlights that performance is sometimes assessed informally, but still carefully observed. 

6. What does the company look for in employees? 

Both contributors agree this is a strong question. It helps you identify whether your traits and values align with the company’s expectations.  

7. Can you tell me a little bit more about the work culture? 

This is an important question, though culture can vary widely depending on the company. Thirayada explains that compatibility is key, noting that different businesses may adopt different styles — some follow Western practices like hot desking, others may have Japanese influences such as structured breaks, while others keep more traditional approaches. Even something as simple as whether shoes are worn in the office can reflect culture. She adds that asking about culture shows you’re thinking about how you’ll fit in beyond the role itself. If the interviewer struggles to answer, you can follow up with specific questions such as how performance is celebrated or what values are most important in the business. 

8. How is the team structured? 

Rather than asking what the manager looks for in people reporting to them, it’s better to frame this around team structure. Thirayada suggests asking about how many people are in the team, what their responsibilities are, and who you would report to. 

Varavudh notes that in smaller businesses, this might mean asking about the boss’s responsibilities and how involved they are in day-to-day operations. This shows initiative and flexibility, and helps you understand how you would fit into the team. 

9. What welfare and benefits are offered? 

It’s also reasonable to ask about welfare and benefits such as medical insurance, pension, bonuses, probation period, salary adjustments after probation, working hours and annual leave. These practical details matter, and asking politely shows you’re serious about understanding the full scope of the role. 

The questions you ask at the end of an interview can reveal just as much about you as the answers you gave earlier. Thirayada Jantapon emphasizes the importance of engaging politely and showing genuine interest in the details of the role, while Varavudh Thamrongrat highlights that employers value compatibility and humility alongside capability. He explains that fitting in with the team is often just as important as technical skills: “From the employer’s perspective, it’s about whether the candidate can fit in with the team. If I see potential, I may spontaneously invite available team members into the interview to meet the candidate, because their input matters in the final decision.” 

The best questions are those that build on the conversation, explore the company’s direction, and clarify practical details without being too direct or intrusive. Asking in this way not only helps you decide if the role is the correct fit for you, but also leaves a positive impression that you are thoughtful, respectful, and ready to contribute.