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Questions

The document outlines five key questions candidates should ask interviewers to demonstrate their fit for a role and to gain insight into the company's expectations and challenges. Each question is designed to clarify the role's requirements, decision-making authority, and success metrics while positioning the candidate as a proactive thinker. The overall message encourages candidates to lead the conversation during interviews, shifting their perception from a candidate to a peer.

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Stephen Roemer
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3 views8 pages

Questions

The document outlines five key questions candidates should ask interviewers to demonstrate their fit for a role and to gain insight into the company's expectations and challenges. Each question is designed to clarify the role's requirements, decision-making authority, and success metrics while positioning the candidate as a proactive thinker. The overall message encourages candidates to lead the conversation during interviews, shifting their perception from a candidate to a peer.

Uploaded by

Stephen Roemer
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

CSGEXECUTIVECOACHING.

COM

5 Questions

YOU SHOULD
BE ASKING THE
INTERVIEWERS
SO THAT THEY
RATE YOU AS:
“GOOD FIT”
1. “What would a truly
exceptional person in
this role do that a good
one wouldn’t?”
Why it works:
→ Forces clarity on expectations
→ Signals you’re aiming to exceed, not just meet
the bar

What to listen for:


→ Are they focused on outcomes or activity?
→ Do they actually know what “exceptional”
looks like?
2. “Where has the
business outgrown the
current approach, but
hasn’t solved for it yet?”
Why it works:
→ Identifies pain without blame
→ Positions you as a future-state thinker

What to listen for:


→ Are they aware of internal blockers?
→ Will they give you permission to challenge
legacy systems?
3. “Which decisions would
this role make
autonomously vs. require
alignment?”
Why it works:
→ Clarifies scope and authority
→ Signals that you’re thinking operationally, not just
tactically

What to listen for:


→ Micromanagement red flags
→ Conflicting answers = misalignment
4. “What would make you
say, 6 months from now,
‘Hiring this person was
the best move we made’?”
Why it works:
→ Shifts the room into outcome visualization
→ Signals ownership from Day 1

What to listen for:


→ Are they focused on inputs or outcomes?
→ Are there clear KPIs tied to success?
5. “What has someone
done in this role
previously that didn’t
work?”
Why it works:
→ Gives you pattern recognition
→ Helps you avoid repeating mistakes

What to listen for:


→ Do they place blame or reflect on systems?
→ Will you have room to experiment, or are they
still burnt?
final
thoughts
Don’t Just Interview:
Lead the Conversation

When you ask these types of questions, you’re


no longer a “candidate.”

You’re a peer.

You’re thinking like someone already in the seat.


Struggling with
your job search?

Book a
1:1 consult
today.
[Link]

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