When an interviewer asks 'do you have any questions for us,' this is not a formality — it is a genuine opportunity to evaluate the role and demonstrate thoughtful engagement.
Strong questions focus on specifics: what does success look like in the first six months, how is performance evaluated, what does the team's current biggest challenge look like, or how has the role evolved since it was created.
Avoid questions that are easily answered by the company website, and avoid leading with questions about salary or vacation time in an initial interview, even though these matter — save them for later stages or a dedicated conversation.
Prepare three to five questions in advance, and pay close attention to how directly and specifically the interviewer answers. Vague or evasive answers to reasonable questions can be a useful signal about the organization.