It’s one of the most nerve-wracking parts of an interview: the moment you’re asked, “Do you have any questions for us?” But what if we told you that this moment isn’t just a test, it’s an opportunity? The right question can shift the tone of the interview, showcase your mindset, and make hiring managers think, “This person gets it.”
Across a range of industries, hiring leaders at WORK180 Endorsed Employers are revealing the questions that impress them most, and the ones that send red flags. Their answers are a must-read for anyone ready to level up their job search.
The power of a great question
In today’s competitive job market, standing out isn’t just about experience—it’s about attitude, intent, and alignment. The questions you ask during an interview can highlight all three.
Whether you’re looking to grow your career, join a values-driven team, or step into a leadership role, this article offers a rare behind-the-scenes look at what impresses top hiring managers. And it’s not just about impressing them, it’s about finding the right fit for you, too.
1. “How does this role contribute to the team and company’s strategic goals?”
Stantec’s Talent Acquisition Consultant Shehani Adjumain appreciates when candidates connect their role to the organisation’s broader mission:
“That kind of question reveals they are thinking beyond their daily tasks and are interested in the bigger picture. It demonstrates a collaborative mindset, an eagerness to understand the company’s strategic direction, and a desire to add value.”
Shehani Adjumain, Talent Acquisition Consultant at Stantec
2. “What are the key priorities for the first 30/60/90 days?”
Emma Ring, Early Careers Specialist at TasNetworks, values questions that show planning and intent:
“It indicates someone is already strategically thinking about what is required in the role to perform well, and where they can add value and learn.”
Emma Ring, Early Careers Specialist at TasNetworks
3. “How do you think I’ll fit into the team?”
Divisional Operational Capability Commander, Mark McKenzie, appreciates a candidate who values teamwork and understands that great results come from strong team dynamics.
It shows that team dynamics are important to the candidate, and that they are willing to consider what they bring to ensure we have a successful team
Mark McKenzie, Divisional Operational Capability Commander, Queensland Fire Department
4. “What does success look like in this role six months from now, and how does it align with the company’s broader goals?”
Talent Acquisition Manager at Alstom, Lorraine Carr, shares that when a candidate thinks big picture, it shows strong awareness of how their performance contributes to the broader business.
“It shows long-term thinking about how they are measuring their own performance and contributions to the wider business.”
Lorraine Carr, Talent Acquisition Manager at Alstom Australia
5. “What are the biggest problems your team is trying to solve for the organisation?”
Danielle Berto, Director of Talent Acquisition at Thales, encourages curiosity around real-world challenges:
“This question reflects a desire to contribute meaningfully, their understanding that success is collective, and that they’re already thinking in terms of business impact rather than just role responsibilities.”
Danielle Berto, Director of Talent Acquisition at Thales Group
6. “What do you enjoy most about working here?” and “Why did you choose this organisation?”
National Talent Acquisition Manager Zorica Vasiljkovic is impressed by open-ended, genuine questions:
“These kinds of questions suggest you’re not just after a role, but a workplace where you can thrive and contribute. They signal that you aspire to do more than simply fulfil the basic requirements; you’re motivated to become an integral part of the team.”
Zorica Vasiljkovic, National Talent Acquisition Manager at Fulton Hogan
7. “When you think of the most successful person who’s held this role, what made them stand out?”
Jenn Kelly, Talent Acquisition Leader at Stantec, says this question reflects a candidate’s genuine curiosity about success and their drive to go beyond the basics.
“This question invites the hiring manager to articulate what excellence truly looks like in the role. It helps the candidate align with the manager’s expectations of a top performer – not just meet the role’s requirements, but to exceed them. It also signals that the candidate is thinking beyond competence and is genuinely interested in making a meaningful impactful.”
Jenn Kelly, Talent Acquisition Leader, Stantec
8. “How can I contribute to achieving the team’s goals?”
Dr Lulu He, Principal Scientist at Queensland Fire Department (QFD), values thoughtful, strategic candidates:
“This type of question suggests someone is likely to be thoughtful, strategic, and team-oriented. They are not just looking to perform tasks but are genuinely interested in contributing to the organisation’s success. This mindset is invaluable in any role, as it fosters collaboration, accountability, and a shared sense of purpose.”
Dr Lulu He, Principal Scientist at Queensland Fire Department
9. “What is the team or organisation’s strategy for the coming year?”
For Zorica, this question stands out as a sign of long-term thinking and alignment. It reflects a candidate who’s not just focused on the role today, but on the impact they can make over time.
“This question shows you’re forward-thinking, engaged with the broader vision, and keen to assess how the company’s direction aligns with your own goals”
Zorica Vasiljkovic, National Talent Acquisition Manager at Fulton Hogan
10. “What does success look like in this role?”
For Jordan Monier, Schneider Electric’s Talent Attraction Business Partner, this question shows that the candidate values outcomes and team alignment.
“This question immediately signals a candidate’s intent to contribute meaningfully. It shows they’re not just interested in the job title or responsibilities—they’re focused on outcomes, impact, and alignment with the team’s goals. It reflects a growth mindset, curiosity, and a desire to understand how they can add value from day one.
Jordan Monier, Talent Attraction Business Partner at Schneider Electric
Questions to avoid
Across the board, hiring managers called out one major red flag: asking questions you could have answered with basic research. Think: “What does your company do?”
Another common misstep is asking about promotions right away, such as “How soon can I get promoted?” While career progression is a valid interest, framing the question too early can suggest you’re more focused on moving up than making an impact in the role you’re applying for. A better way to ask is, “How do people typically grow their careers here?”
Instead, focus on curiosity, connection, and contribution. Ask about success measures, team dynamics, upcoming priorities, and culture.
Final thoughts
In a job interview, your questions have the potential to reveal more than your answers ever could. They show how you think, what you value, and what kind of teammate you’ll be.
So next time you’re preparing for an interview, go beyond the usual prep. Think about what you want to know, and how you can spark a conversation that sets you apart.
If you’ve ever wondered what hiring managers really want to hear, this is your sign to ask with confidence.
