Closing · UK 2026
How to answer "What questions do you have for us?"
Interviewers also phrase it as:
- "Do you have any questions?"
- "What would you like to know about the role?"
- "Anything you want to ask us?"
Why interviewers ask
Far more important than candidates realise. The questions you ask are themselves a signal — about your seniority, your priorities, and how you've engaged with the conversation. Saying 'no, I think we covered everything' is a common rejection trigger. Strong candidates have 4-6 prepared questions and ask 2-3 based on what's most useful given how the interview went. Weak candidates either have no questions or ask things they could have answered themselves with 5 minutes of research.
Model answer
Yes, three things I'd find useful. First, [a question about the team's current priorities or biggest challenges] — that helps me think about how I'd land in the first 90 days. Second, [a question about how success is measured for this role] — I want to understand what 'good' looks like in practice. Third, [a question that shows you've thought about the company's strategy or product] — for example, [specific reference to something you researched]. Those are the three I'd prioritise; happy to skip any if we're short on time.
What to avoid (common bad answer)
No, I think you've covered everything. (Common rejection trigger.) Or: What's the salary? (Wrong stage — wait until offer.) Or: How long has the company been around? (Could be answered by 30 seconds of Google — flags zero research.) Or: What's the dress code? (Flags wrong priorities.) All four signal poor preparation or wrong fit.
Structure of a good answer
- 1 Have 4-6 questions prepared; ask 2-3 based on time and what was already covered
- 2 Mix: one tactical (first 90 days, success metrics), one strategic (company direction, team priorities), one curious (genuine interest in something specific)
- 3 Skip questions that were already answered — flags listening
- 4 Avoid: salary, holiday, work-life balance, dress code, hours
- 5 Save 30-60 seconds for the closing exchange
Common mistakes
- ✗ 'I think you've covered everything' — common rejection trigger
- ✗ Asking things you could have Googled — flags zero research
- ✗ Salary or benefits questions at this stage — wait until offer
- ✗ Asking questions you've already heard answered — flags poor listening
- ✗ Asking too many questions and running out the clock — interviewer needs to close
Recruiter pro tip
Prepare a tier-A question and a tier-B question for each: tier-A is your default, tier-B is your fallback if A was already covered in the interview. Six prepared questions = three you can actually ask after pruning for what was covered. The candidates who land this question well are scoring it before they even arrive.
FAQ
How many questions should I ask? ▼
2-3 is the sweet spot. Past 4 you're running out the clock; under 2 signals low engagement.
Should I ask about progression or promotion? ▼
Yes, carefully. 'What does the path beyond this role look like?' is fine; 'How quickly can I get promoted?' is not.
Is it OK to ask about challenges or downsides of the role? ▼
Yes — 'What's the hardest part of this role for someone in their first 90 days?' is a strong question that signals senior maturity.
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- → UK Career Change playbook pillar — sector-switch playbook
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