Latest / Career Coaching with Fexingo: Professional Coaches, Career Counselors, and Guidance for Workers / How a Career Reverse Interview Reveals What Jobs Really Offer
Transcript
- Lucas: So Luna, I was talking to a friend who's a product manager, and she just finished a grueling three-week interview loop. She got the offer, but the whole time she felt like she was the one being interrogated. And I thought, why don't we flip that script? Today I want to talk about the reverse interview. Luna: The reverse interview? You mean turning the tables and asking them the tough questions? Lucas: Exactly. Most of us walk into an interview thinking our only job is to answer perfectly. But the best candidates treat it as a two-way street. They're evaluating the company as much as the company's evaluating them. And there's actually a name for it — some call it the reverse interview, and it's a structured way to ask questions that reveal what's really going on inside. Luna: I love that. I've been on both sides, and honestly, when a candidate asks me a sharp question, I respect them more. It shows they're thinking long-term. Lucas: Right. And the key is to ask questions that go beyond the surface. The typical stuff — 'What's the culture like?' — that gets you a canned answer. But if you ask, 'What does the onboarding process look like in the first ninety days?' you'll learn something real about how they set people up to succeed or fail. Luna: That's a good one. I remember a friend who asked that exact question, and the hiring manager went silent for a moment, then admitted they didn't have a formal onboarding process. That was a red flag she was glad to catch before accepting. Lucas: Exactly. So let's break this down. I think there are three categories of reverse interview questions. First, role specifics: what does success look like in this position in the first six months? Second, team dynamics: how does this team handle conflict or disagreement? And third, company trajectory: what's the biggest challenge the company is facing in the next twelve months? Luna: That third one is powerful. It gets them talking about strategy and real pain points, not just the elevator pitch. Lucas: And it also tests whether they're honest. If they dodge it, that tells you something too. I have a client who asked that question at a fintech startup, and the CEO said, 'Honestly, we're struggling to find product-market fit in the SMB segment.' That kind of transparency is rare, and it helped my client negotiate a higher equity package because they understood the risk. Luna: Wow, that's a real-world payoff. So what are some other questions that work well in the role-specific category? Lucas: Well, you can ask, 'What does a typical week look like in this role?' That might sound simple, but it forces them to be concrete. Or, 'What are the biggest challenges someone in this role will face in the first quarter?' That gives you a sense of the pain points and whether you're equipped to handle them. Luna: And for team dynamics, I'd add: 'How does the team celebrate wins?' That might sound soft, but it reveals whether they have any rituals at all, or if it's all heads down and grind. Lucas: That's a good one. Another is, 'How do you handle disagreements with a peer or a manager?' That gets at conflict resolution style. I had a coaching client who asked that and the interviewer said, 'We usually escalate to the VP,' which told my client that there wasn't a healthy culture of direct feedback. Luna: So it's not just about getting answers, it's about reading between the lines. What are some signs that the answers are actually red flags? Lucas: Hesitation is a big one. If they can't give you a concrete example, that's telling. Also, if they deflect to 'We're a fast-paced environment' when you ask about work-life balance, that's code for 'we expect you to work late.' And if they talk about 'we're like a family,' that can sometimes mean they expect you to tolerate dysfunction. Luna: I've heard that phrase and it always gives me pause. Also, if they say 'we work hard and play hard,' I'm like, okay, so what's the play part? Lucas: Right. And the 'play hard' part rarely materializes. So the reverse interview is about cutting through that. But here's the thing — you don't have to save this technique for job interviews. You can use it in annual reviews, or when you're considering an internal transfer or promotion. Luna: Oh, that's interesting. So you're saying you can ask your manager similar questions even when you're not applying elsewhere? Lucas: Absolutely. In a performance review, you can ask, 'What would make this role more valuable to the company in the next year?' That shifts the conversation from just evaluating your past performance to your future potential. And if you're thinking about an internal move, you can ask the hiring manager the same kinds of questions you would in an external interview. Luna: That's a smart way to approach career development internally. It shows you're proactive and thinking about the bigger picture. Lucas: And it also helps you avoid a toxic situation before you step into it. You know, we spend a third of our lives at work. The last thing you want is to be six months into a role and realize you didn't ask the right questions. Luna: So true. I've definitely made that mistake early in my career. I was so eager to get the offer that I didn't ask a single question about the team's management style. Six months later, I was dealing with a micromanager, and it was exhausting. Lucas: That's exactly why the reverse interview matters. And it's also why we keep making these episodes — to help people avoid those costly mistakes. You know, it's funny, we've been doing this show for over a hundred and sixty episodes now, and we've never once run an ad. That's a deliberate choice. We want this content to be as useful as possible, without any commercial noise. Luna: And that's something listeners have told us they really appreciate. It's a clean, focused resource for your career decisions. Lucas: So if you've gotten value out of these episodes, and you want to support that ad-free approach, you can do that at buy me a coffee dot com slash fexingo. It's a simple way to keep this going. No pressure, just an option. Luna: And we're back to the reverse interview because there's one more angle I want to explore. How do you actually prepare for these questions? I mean, it's one thing to know the categories, but how do you make sure you're asking them naturally? Lucas: Great question. The key is to integrate your questions into the conversation, not save them all for the end. When the interviewer asks, 'Do you have any questions for me?' you can say, 'Yes, I'm curious about what success looks like in the first ninety days.' That feels natural. But if you've already built rapport earlier, you can ask them mid-conversation when they mention a challenge. Luna: So it's about being present and listening for cues, not just waiting for your turn to ask. Lucas: Exactly. And you want to avoid asking questions that are easily googled, like 'When was the company founded?' That just shows you didn't do your homework. But asking 'How has the company's strategy changed in the last year?' shows you're engaged and thoughtful. Luna: That's a great question, actually. It gives them a chance to talk about pivots or challenges, and you get a sense of how adaptive they are. Lucas: And if you're applying for a senior role, you might ask, 'What's the one thing you'd change about this team if you could?' That's a bold question, but it can reveal a lot. I had a client who asked that at a healthcare startup, and the founder said, 'Our remote communication is a mess.' My client used that information to propose a communication plan in the interview, and they got the job. Luna: So the reverse interview isn't just defensive — it can actually help you stand out as a problem-solver. Lucas: Right. And that's the sweet spot. You're not interviewing them to trip them up; you're gathering information that helps you both make a better decision. And if you do it right, they'll remember you as someone who's thoughtful and strategic. Luna: So what about the emotional side? I feel like asking these questions can also give you a sense of control in a process that often feels one-sided. Lucas: That's a really important point. When you ask sharp questions, you're signaling that you have standards. And that can boost your confidence. You're not just hoping they pick you; you're deciding if you want to pick them. Luna: And that confidence can come through in your answers too. It's a virtuous cycle. Lucas: Absolutely. So my advice for anyone preparing for an interview this week: write down at least five questions that matter to you, and practice saying them out loud. It might feel awkward at first, but the more natural it becomes, the better your conversations will go. Luna: That's solid advice. And I'd add, don't be afraid to ask for a moment to think about what you want to know. You don't have to fill every silence with words. Lucas: That's a great tip. Silence is powerful in negotiations and interviews. It shows you're taking the process seriously. So, as we wrap up, I'd encourage you to think about your current role — are there questions you wish you had asked at the start? And what would you ask now if you could go back? Luna: That's a good self-reflection exercise. Maybe it's time for a reverse interview with your current manager, even if it's not formal. Lucas: Exactly. And that's the beauty of this approach — it's not just for job hunting. It's a mindset that keeps you informed and empowered in any career conversation. Until next time, keep asking the hard questions.