15 Smart Questions to Ask at the End of a Video Interview

Why Your Questions Matter

When the interviewer asks “Do you have any questions for us?”, they’re not being polite — they’re doing a final assessment. Candidates who say “No, I think you’ve covered everything” signal a lack of preparation and genuine interest. Candidates who ask one thoughtful question signal interest. Candidates who ask two or three perceptive questions signal exactly the kind of curiosity and strategic thinking most employers are looking for.

Rule: Always have 3–4 questions prepared. Expect that 1–2 will be answered during the interview before you get to ask them. End with 2 that weren’t already covered.

Questions About the Role

1. “What does success look like for this role in the first 90 days?” — This is the single most valuable question you can ask. It tells you exactly what the employer actually cares about (not just what the job description says) and frames you as someone already thinking about outcomes.
2. “What are the biggest challenges the person in this role will face?” — Signals that you’re realistic and prepared for difficulty, not just excited about the title.
3. “What do the best performers in this role do differently from average performers?” — Gets beneath the job description to the actual success factors. The answer often reveals what the team values most.
4. “How has this role evolved over the last two to three years?” — Tells you whether the company is investing in this function or treating it as overhead.

Questions About the Team

1. “How would you describe the team’s working style and communication patterns?” — Surfaces culture without asking “what’s the culture like?” (which is too vague).
2. “What do you enjoy most about working here?” — Puts the interviewer in a reflective mode and often produces candid answers. Also signals that you care about the human side, not just the title and salary.
3. “How does this team typically handle disagreements or differing opinions?” — A subtle but effective culture signal. Strong teams have clear, healthy answers. Weak teams get evasive.

Questions About the Company

1. “What’s the company’s biggest strategic priority for the next 12 months?” — Shows you’re thinking about context, not just the role in isolation.
2. “How does the company approach professional development and career growth?” — Legitimate signal of ambition and long-term thinking. Acceptable at all stages.
3. “What’s the competitive landscape looking like, and where does the company see its strongest differentiation?” — Best for later-stage interviews; signals business acumen.

Questions About the Process

1. “What does the rest of the interview process look like from here?” — Practical and professional. Gives you timeline information and shows you’re serious about moving forward.
2. “Is there anything in my background that gives you pause, that I could address?” — A bold question that most candidates don’t ask. If there’s an objection, better to hear it now when you can respond than after the process ends.
3. “What’s your timeline for making a decision?” — Practical, professional, and completely acceptable to ask at any stage.

Questions for Second+ Round Interviews

1. “What would make you confident that I’m the right person for this role?” — Forces the interviewer to articulate what they’re actually evaluating on — and gives you a chance to address it directly.
2. “If I joined, what’s the most important thing I could accomplish in my first year?” — Projects yourself into the role, signals long-term thinking, and gives you clarity on what they’d actually measure you against.

Questions to Avoid

• “What’s the salary?” — Too early for a first interview unless they bring it up
• “How much vacation do I get?” — Save benefits questions for after an offer
• “What does your company do?” — You should already know this
• “When can I expect a promotion?” — Raises red flags about your motivations in an early interview

Frequently asked questions

How many questions should I ask at the end of a video interview?

Prepare 3–4 questions in advance, expecting that 1–2 will be answered during the interview itself. Aim to ask 2 substantive questions at the end. Asking no questions signals disengagement; asking 5+ can feel like an interrogation. Two well-chosen questions is the ideal.

What is the best question to ask at the end of a job interview?

'What does success look like in this role in the first 90 days?' is the strongest opening question. It signals outcome-orientation, helps you understand what they actually care about (versus the job description), and positions you as someone already thinking about results rather than just the job itself.

Is it okay to ask about salary in a video interview?

In a first-round interview, it's generally too early to ask about salary unless the interviewer brings it up. The exception is if you're running short on time and need the information to decide whether to continue in the process — in which case, asking briefly and professionally is acceptable.

What if I can't think of any questions to ask?

Prepare your questions in advance, not on the spot. Before every interview, identify 2–3 things you genuinely want to know about the role, the team, or the company — things that would affect your decision if you received an offer. Those are your questions. 'I don't have any questions' is never the right answer.

Should I ask different questions at different interview stages?

Yes. First-round questions should focus on the role, day-to-day work, and success metrics. Second-round questions can go deeper into team dynamics, company strategy, and the specific challenge you'd be hired to solve. Final-round questions can address what success in year one looks like and what you'd need to thrive.

Practice on video: record your answers on Employment.Media, re-record as often as you like, and share one Video Group link with employers. Get started free.