What should I ask them when they say 'Do you have any questions for us

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• IN THE ROOM
  
  

NOTES, UPDATED JUN 11, 2026

What should I ask them when they say, 'Do you have any questions for us?'

By Chris Baldwin

• Founder, Baldwin Blueprint
• Updated June 2026
  
  

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01 "ANY QUESTIONS?" ? interview them back it's scored FIG. 01

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SHORT ANSWERAsk questions that show you've already started solving their problems, not just learning about the company. Focus on how your unique skills will contribute to their specific goals, using details from the job posting and your resume to frame your inquiries. Your questions should reveal your strategic value, not just your curiosity.

That moment at the end of an interview, when they turn the tables and ask, "Do you have any questions for us?" can feel like a pop quiz. Most anxious job seekers just want to get through it, but this is actually your final, best chance to show them you're the solution to their problems. I promise, you can turn this moment into a powerful demonstration of your value.

ONE LINE EACH Who I am The proof What I want next say it in one breath

FIG. 02I used to ramble when someone asked what I did. Now I keep three lines ready: who I am, the proof, and what I want next. When all three stack into one breath, people remember you.

• 01 How do I show I've already started thinking about their problems?
  
  

Frame your questions around specific challenges or goals mentioned in the job posting or throughout the interview, demonstrating you’re already in problem-solving mode for them. This shifts you from interviewee to potential partner, showing you’re not just looking for a job, but for impact. You’re not asking what they do; you’re asking how you can help them do it better.

For example, if the posting mentions expanding into a new market, you might ask, "I noticed the posting highlighted a push into the APAC region. What specific metrics are you tracking for success in that expansion over the next 12 months, and how do you see this role directly contributing to those early wins?" This tells them you read the posting, you understand their strategic direction, and you're already thinking about measurable outcomes. It's a much stronger signal than, "What's the team culture like?" I want you to make every question a mini pitch for your specific skills.

• 02
  
  

Should I ask about the 30/60/90 day plan?

Asking about the 30/60/90 day plan is a smart move, but only if you frame it to show how you'd execute your own plan, not just hear theirs. This question can reveal critical expectations and allow you to align your prepared 30/60/90 day plan from your Baldwin Blueprint with their vision. It's about demonstrating initiative and foresight.

Instead of "What would my 30/60/90 day plan look like?" try, "Based on our conversation about [specific challenge or project], what would be the top one or two priorities you'd want someone in this role to tackle and deliver measurable results on within their first 90 days?" This invites them to share their critical needs, and you can then connect those needs to your own Experience Accelerator and 30/60/90 day plan, which your Blueprint helps you build from the actual job posting. It shows you're not just waiting for instructions; you're ready to hit the ground running with concrete contributions.

Four rooms, four scorecards Manager Peer Partner Skip level JUDGMENT CRAFT TEAMWORK GROWTH answer the real scorer

FIG. 03An interview loop is not one test, it is four. Each person in the room is measuring a different thing: the hiring manager scores judgment, the peer scores craft, the cross functional partner scores collaboration, and the skip level scores trajec