[DeluxeMoustache]

I agree with those that encourage you to use your questions to gauge the fit.

If I interviewed someone and they had no questions, that was a major issue of concern. For goodness sake, you are considering spending a third of your waking time there, why would you not want to know more than the interviewer’s agenda dictates.

Mind you, I was leading, I didn’t just ask if they had any questions, I would say that I’m sure we haven’t covered everything and they must have questions.

When I moved to a different company I asked the interviewer why he/she joined. What they like, what they don’t like. Really easy questions but it tells you about them (and depending on level of interview, they are going to be your colleague or your boss) as well as about the company.

Also I asked about career path opportunities.

You could ask about general employee tenure and turnover. Are there a lot of long term employees? Why do they think that is? What is the culture like, company or team, and what people like.

Try and circle back and ask a question about something you may have touched on in the earlier part of the interview (if relevant, don’t force it). Shows you were paying attention.

Depending on the level of the job you are applying for, do your research. Publically traded companies have annual reports - look for issues or initiatives you can reference and ask about.

Research your interviewer - LinkedIn, see if they have publications you can review and ask about, or anything in their work history that is of interest. I once had a business meeting when I was an account manager and the guy was a director. He was very closed until I mentioned a paper he had written and asked him a question about it. Then, the doors were open.

Hope that one or two of these perspectives may come in handy.

Best of luck.