28 Insightful Questions to Ask the Hiring Manager: Role Specifics, Management Style, Culture, and More

Key takeaways

In many interview processes, the hiring manager interview occurs after you've successfully made it through a phone screen with a recruiter. At this stage, you can feel confident that your skill set and credentials have attracted the hiring manager's attention, and they're now interested in learning more about your experience and how you'd potentially fit their team.

• The hiring manager has a strong influence over the hiring decision, but it’s important to remember that you also have a decision to make: is this job right for you and your career?

• Asking the hiring manager questions throughout your interview can help you gain important information to make the best decision for you.

• You can, and should, be prepared to ask questions about the role, the team, the company culture, and more.

Learn about different questions you may want to bring up during a hiring manager interview and tips for asking tough questions.

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What questions should you ask a hiring manager?

The hiring manager is the person in charge of a team looking to fill an open role. They often hold a senior, manager, or director title and will likely become your direct manager if you accept this position. Because the hiring manager works directly with the team you are seeking to join, they will be your best resource to learn about:

• the specific responsibilities and expectations of the role

• their management style

• important goals the team aims to achieve

• team and workplace cultures.

Plus, thoughtfully approaching your questions can help signal the type of teammate you'd be on the job. It's best to review the role and the company in advance of your hiring manager interview, and come prepared with three to five questions.

Why should you ask the hiring manager questions?

Your interview with the hiring manager is a chance to determine mutual fit. It's useful to ask questions that will help you decide whether this role, team, and company will be good growth opportunities. Before the interview, consider your workplace needs, such as work-life balance, and career goals. Then, use them to guide the questions you plan to ask the hiring manager.

28 questions to ask a hiring manager

Here are some sample questions to help you determine whether this role is the right fit for you and how a hiring manager may interpret these questions.

Questions about the position 

Over the course of your conversation with the hiring manager, you'll naturally learn aspects about the role. But you can make sure to get the information you need by asking specific questions at the end to discover if the position matches the tasks and projects you want to complete.

Example questions include:

• Can you describe the ideal candidate? 

• Can you elaborate on the hard and soft skills that would help someone in this position succeed?

• What would you like to see me accomplish in my first three to six months in this role?

• Can you show me examples of projects I’d be working on?

• How do you measure performance in this role? 

• What kind of feedback and support would I receive? 

• For an existing position: How has this position evolved over time? What did the previous person in this position do to succeed?

• For a new position: What were the reasons this position was created? How do you see it evolving? 

What asking these questions may say about you: These questions demonstrate that you're genuinely invested in understanding expectations and setting yourself up for success. Asking about role specifics shows hiring managers that you think strategically about how to excel in the position rather than just seeking any job.

Questions about their management style

Managers tend to have different management styles. It's important to understand how your manager oversees their team to ensure it aligns with how you like to work. For instance, if your manager is very hands-off but you prefer more structure, that might be a poor fit.

Example questions include:

• How would you describe your communication style? How frequently do you check in with your direct reports?

• How do you prefer to give feedback?

• What does your leadership approach look like when your team faces a challenge?

• How do you support your direct reports' professional development?

What these questions may say about you: These questions reveal your emotional intelligence and understanding that strong working relationships are crucial for mutual success. This line of questioning demonstrates professionalism and shows you're thinking long-term about building a productive, collaborative partnership with your potential manager.

Questions about team culture

Questions about team culture revolve around work environment, expectations, and communication styles. They can give you a better sense of how this hiring manager envisions their team operating at their best and how they currently operate. From there, you can decide whether that vision aligns with your preferred working conditions.

Example questions include:

• Does this team tend to focus more on individual or collaborative work?

• What do you enjoy about the way this team operates?

• What does the team do to celebrate wins, and how do you handle setbacks together?

What asking these questions may say about you: These questions can indicate your desire to be a team player and help move toward collective goals in a way that will be most natural to the established processes.

Questions about skills and credentials

You already know that you meet the criteria for this role. Still, questions about skills and credentials—processes, training, and tools—allow you to go a bit deeper into the day-to-day movements you can expect. If you have direct experience with some of the areas mentioned, you can highlight it, or you can express specific interest in learning the new technical skills you’ll develop.

 Example questions include:

• What tools or programs do you typically use?

• What are the typical learning curves for new team members?

• How do you describe your ideal candidate to fill this role?

What asking these questions may say about you: A hiring manager may interpret your interest in the technical aspects of this role as a desire to set yourself up for success. Asking these questions can show that you care about doing a good job and that you are prepared to learn what you need to know to make that happen.

Questions about growth

Questions about growth tend to be big-picture questions, focusing on the way people learn and grow within this team and the company. These questions can help you figure out if you’ll find opportunities to move closer to your career goals in this role.

Example questions include:

• What do you envision as the growth path for this role?

• What are the immediate and long-term priorities for this role?

• What was your path to your current position?

What asking these questions may say about you: These questions may indicate that you have goals and are ready to approach them with intention. They can also signal that you are looking for a role with longevity, and once you join a team, you hope to stay there.

Questions about the company

Questions about the company allow you to further develop your understanding of their mission and vision, and can help you place this role within the organization’s architecture. Be careful not to ask questions that you can find on the company’s website, social media profiles, or in the job description. You have a limited amount of time with the hiring manager and should use it to add to the pre-interview research you already did.

Example questions include:

• How does this team support the company’s mission and vision?

• Can you tell me a bit about the culture here?

• What do you love about working at this company?

• What has been your proudest moment while working here?

What asking these questions may say about you: Asking questions about the company beyond the available information can show that you are interested in the company’s values and want to support their overarching aims.

Questions about flexibility

Questions about flexibility tend to have to do with prioritization and work-life balance. At this stage in the interview process, you probably don’t need to get too specific about your priorities outside of work and want to be careful not to imply that you’ll be unable to fulfill your job responsibilities. However, these questions can help you envision how this role will fit your lifestyle.

Example questions include:

• Does your team primarily work in an office, remotely, or both?

• How do you prioritize tasks?

• How do you balance work and life responsibilities?

What asking these questions may say about you: Worded carefully, questions about flexibility can indicate that you like to plan ahead when possible and remain agile in changing circumstances.

Ease through the hiring process by learning job interview techniques and reviewing common interview questions with Advanced Interviewing Techniques from the University of Maryland, available on Coursera.

Tips for asking questions in an interview

Now that you have examples of good questions to ask at the end of an interview use these tips to optimize your experience:

• Throughout the interview, ask questions about the position, company, and employee experience, and spend the remaining minutes specifically on the end-of-interview questions.

• Reflect on all of the end-of-interview questions listed above, but ask no more than three during the interview itself. Prioritize the ones that will offer crucial information for deciding if a company is a good fit for your career goals.

• Listen for cues in the conversation that may open up an opportunity to ask a question. For example, if you learn the recruitment process involves multiple interviews and other assessments, ask for full details about this process at that moment rather than waiting until the end.

Tips for asking tough questions

There may be times when you need to ask a tougher question. You don't want any lingering hesitations when you decide to accept this position. However, remember that the hiring manager could be your future boss. Being mindful of the way you phrase tricky questions can help set the foundation for a productive working relationship.

Here are some tips for asking tough questions:

1. Show that you’ve done your research.

Hiring managers want to feel like you are interested in working on their team. One way to express interest is to mention observations from your pre-interview research that stood out to you and invite the opportunity to continue that conversation. You might demonstrate that you’ve researched the company by prefacing questions with “I noticed.”

2. Lead with your desire to learn.

Approaching questions from a place of curiosity can help you maintain an open tone free of judgment. It can be helpful to avoid starting questions with “why,” which can sometimes come across as combative or illicit defensiveness.

3. Ask questions the hiring manager is best prepared to answer.

Your hiring manager can answer questions about the role and team, but they may not be able to answer questions outside of their purview—like salary and benefits. Try circling each question back to the role, the team, or the hiring manager’s experience.

Putting these tips together, let’s look at a specific example. Rather than asking why the company laid off hundreds of employees a month prior, you might say something like, “I noticed the company has been undergoing some reorganization in recent times. How do you feel about this team’s positioning to succeed under this current structure?”

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