The art of asking the interviewer questions: how to close with a flourish - job interview

The interview is coming to an end. You’ve answered everything, you’ve broken a sweat, you’ve triumphed. Then the recruiter throws the final pitch: "Do you have any questions for us?". This is where 50% of candidates make a fatal mistake by answering: "No, I think everything is clear to me."

In this article we explain why you should NEVER stay silent and we give you a set of strategic questions to demonstrate intelligence, interest and business acumen.

1. Why you should NEVER say "I have no questions"

Saying you have no questions sends devastating messages to the decision-maker:

• Lack of interest: Suggests that the role doesn’t matter to you or that it’s "just another" on your list.
• Lack of preparation: Indicates you haven’t reflected enough on the role’s challenges.
• Lack of intellectual curiosity: Companies look for people who want to learn and understand the reasons behind things. A candidate without questions is a passive candidate.

Your objectives when asking: You don’t ask just to fill the space. You do it to reinforce your candidacy (showing that you think like a consultant), to assess whether the company suits you (culture, manager) and to create a human connection (rapport).

2. How to Prepare Your Questions (The Power List)

Don’t improvise. Bring a list of 6 or 7 questions in your notebook. Why so many? Because it’s likely that during the conversation several of them will be answered, and you don’t want to be left blank at the end. Having alternatives saves you.

Category A: Questions about the Position and Challenges

These questions show that you already picture yourself working and adding value.

• "What are the priority objectives for the person who fills this position in the first 3 to 6 months?" (This tells you what is urgent for them).
• "How is success measured in this position?" (Shows result orientation).
• "What are the biggest challenges the team currently faces?" (Allows you to offer yourself as a solution).

Category B: Questions about Culture and the Team

They serve to evaluate whether you will be happy there. Remember: you are choosing too.

• "How would you describe the company culture and what type of person is most successful here?".
• "What is a typical day like on the team and who would I collaborate most closely with?".
• "What opportunities exist for professional development and continuous training?" (Shows ambition and desire for improvement).

Category C: The "Rapport" Question (Connection)

This is an advanced technique to humanize the interviewer.

• "What do you personally like most about working at this company?". People love talking about themselves. This question usually relaxes the atmosphere and gives you sincere clues about the work environment.

Category D: The Closing and Selling Question

If you feel you left something unsaid.

• "Based on our conversation, is there any doubt about my profile that I could clarify right now?" (It’s risky, but bold. It allows you to rebut objections on the spot).
• "I’ve seen that one of the challenges is X. In my previous experience I handled something similar using [Your Skill]. Do you think that approach would fit here?" (Reintroduces a strength you couldn’t mention earlier).

3. What you should NEVER ask in the first interview

There are topics that are taboo until you have a firm offer, because they can make you seem like a mercenary only interested in benefits.

• Salary and Vacation: Avoid "How much do you pay?" or "How many days off do I get?" at the beginning. Wait for them to bring it up or for the offer stage.
• Schedule Flexibility: Asking "Can I leave early on Fridays?" or "Can I work from home?" too soon can be interpreted as a lack of commitment.
• "Googleable" Questions: Never ask "What does the company do?". It shows you haven’t done your homework. Your questions should reflect thorough research.

4. The Logistical Close

Before you leave, make sure you know what comes next.

• "What are the next steps in the selection process and when could I expect to hear back?". This will give you peace of mind and prevent an anxious follow-up too early.

Remember: The person who asks, leads. Use this moment to make it clear that you’re not only the chosen candidate, but the ideal colleague.