Mastering the Interview: Top 10 Questions YOU Should Ask

Last week, I had a candidate call me after what she thought was a perfect interview. "I answered everything perfectly," she said, "but I didn't get the job." When I asked what questions she'd asked the interviewer, there was silence. "I... I didn't really ask any questions. I thought that might seem pushy."

This happens more often than you'd think. Talented professionals walk into interviews prepared to showcase their experience but forget that an interview is a two-way conversation. In fact, I've seen hiring managers eliminate candidates not because of poor answers, but because they asked no questions at all.

When you don't ask questions, you're missing an opportunity. You're not just gathering information about the role – you're demonstrating your thinking process, your priorities, and whether you're genuinely interested in more than just a paycheck.

Why Your Questions Matter More Than You Think

I've been on both sides of countless interviews, and I can tell you that the questions candidates ask reveal everything. When someone asks thoughtful questions, it tells me they're already thinking like they belong there. When they ask superficial questions or none at all, it suggests they haven't done their homework or aren't really invested in the opportunity.

The best candidates I work with get that interviews go both ways. Good questions help you figure out which opportunities are worth your time and which ones you should run from.

From a practical standpoint, your questions also control the final impression you leave. The last few minutes of an interview are what stick in the interviewer's mind. Make them count.

The Questions That Actually Matter

Based on hundreds of successful placements, here are the questions that consistently impress hiring managers and provide you with the information you actually need to make a good decision:

Understanding What Success Looks Like

"What would success in this role look like after six months?"

It tells the hiring manager you're focused on actually getting things done, not just collecting a paycheck.

I had a candidate ask this question for a regulatory affairs role, and the hiring manager's answer revealed that they expected someone to completely overhaul their submission process within six months – with no additional budget or team support. The candidate politely withdrew from consideration, avoiding what would have been a frustrating situation.

"What are the biggest challenges someone in this position typically faces?"

Job descriptions make everything sound perfect, but we both know that's not reality. Every job has headaches - you just want to know what you're signing up for before you're stuck dealing with them.

"How do you measure performance in this role?"

Some companies measure regulatory professionals by submission timelines.  You want to know what you'll actually be judged on so you can decide if that plays to your strengths or sets you up for frustration.

Getting the Real Story About the Team

"Can you tell me about the team dynamics and how this role fits in?"

In life sciences, you're going to be stuck working closely with the same people on complicated projects. You want to know if you're joining a team that has each other's backs or one where people throw each other under the bus.

"What happened to the last person in this role?"

This might feel uncomfortable to ask, but it's crucial information. Did they get promoted? Leave for a competitor? Were they let go? The answer tells you about growth opportunities, company stability, and whether there are underlying issues with the role.

"What type of person tends to thrive in this company culture?" Culture fit matters, especially at smaller companies where you'll see the same faces every single day. It shows you're thinking more than getting the job done.

Understanding Growth and Opportunity

"What are the growth opportunities for someone in this position?"

You want to know if this is a dead-end role or stepping stone to something bigger. In life sciences, career progression can be tricky because roles are so specialized. You want to know if you'll be stuck in the same role forever or if there's actually somewhere to go.

"How does the company typically support professional development?"

Training, conferences, certifications – these matter in a rapidly evolving industry. Companies that actually care about developing their people are usually better places to work - and they'll help your career grow instead of letting it stagnate.

Getting Strategic Insight

"What are the company's biggest priorities for the next year?"

You'll sound like someone who cares about the big picture, not just your own little corner. This will tell if the company is actually growing, putting out fires, or just coasting along.

"What excites you most about where the company is headed?"

Pay attention to how excited they get when they answer. If your future boss sounds bored or uncertain about where things are headed, that's a red flag. It's also way better than asking them to walk you through their five-year plan like you're in business school.

Questions to Avoid (And Why)

I've heard candidates ask questions that immediately damaged their prospects. Here are some to avoid:

Anything easily found on the company website. If you ask about the company's therapeutic areas or when they were founded, you look unprepared.

Questions about salary, vacation, or benefits in the first interview. There's a time for these discussions, but it's not when you're trying to demonstrate your interest in the work itself.

Negative questions about competitors. Asking "Why should I work here instead of [competitor]?" sounds like you're shopping around rather than genuinely interested.

Questions that put the interviewer on the spot. "What's your biggest weakness as a manager?" might sound clever, but it's likely to backfire.

Reading Between the Lines

Sometimes the most valuable information comes from how questions are answered, not just what's said. When I coach candidates, I teach them to listen for:

• Hesitation or vague answers about growth opportunities might indicate limited advancement potential

• Defensive responses about team dynamics could signal interpersonal issues

• Overly optimistic timelines for company goals might suggest unrealistic expectations

• Inability to describe success metrics often means unclear role expectations

Making Your Questions Work for You

The best candidates I work with customize their questions based on their research and what matters most to them. If work-life balance is important, they ask about typical working hours and travel expectations. If they're looking to build specific skills, they ask about training opportunities and project variety.

Remember, you're not just gathering information you're demonstrating your thought process and priorities. The regulatory affairs professional who asks detailed questions about submission processes shows technical competence. The clinical research associate who asks about patient interaction demonstrates a people-focused approach.

Your Next Steps

Before your next interview, prepare 5-7 questions from this list, but don't just memorize them. This preparation will help you ask follow-up questions naturally and have a real conversation rather than just running through a script.

Also, remember that some of your questions might get answered during the interview naturally. Stay flexible and ask the ones that remain relevant, or ask follow-up questions that build on what you've learned.

Ready to ace your next interview? At PNJ Global, we coach candidates through the entire interview process, from preparation to negotiation. I know what hiring managers in life sciences actually want to hear, and I can help you get noticed for the right reasons.

Please contact me, if you want to talk about your next career move. Because asking the right questions isn't just about impressing the interviewer – it's about making sure your next career move is the right one.

Contact Jeba Jackson at PNJ Global for personalized interview coaching and access to exclusive life sciences opportunities across Europe.