Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / The One Question You Should Ask After Every Interview
Transcript
- Lucas: Alright, we've done over ninety episodes on how to answer the questions they ask you. But we've never really talked about the questions you should ask them. Luna: The 'Do you have any questions for us?' moment. Most people treat it like a formality — they ask about company culture or next steps, but they don't use it strategically. Lucas: Exactly. And that's a missed opportunity. Because that question — it's not just politeness. It's your last chance to gather information, to show you're thoughtful, and to leave a strong impression. Luna: So what's the one question you think everyone should ask? You mentioned it in the green room — 'What does success look like in the first 90 days?' Lucas: That's the one. And I'm not saying it's the only question you should ever ask, but it's the highest-leverage question for almost any interview context. It does three things at once. Luna: Okay, break it down for me. Lucas: First, it signals that you're already thinking about how to deliver value from day one. You're not just wondering about the perks or the team dynamic — you're focused on impact. Second, it forces the interviewer to be specific about priorities. Luna: And if they can't be specific, that's a red flag. Lucas: Huge red flag. If the hiring manager can't articulate what success looks like in three months, that tells you either the role is poorly defined or they haven't thought through what they need. Both are bad signs. Luna: I've seen that happen. A friend once asked that question in a final round, and the VP just gave a vague answer about 'driving growth' — no metrics, no milestones. She turned down the offer and later heard the team was a mess. Lucas: Right. So the question acts as a diagnostic tool for you, the candidate. You're not just auditioning for them — they should be auditioning for you. And this question helps you figure out if the role is actually set up for you to succeed. Luna: But isn't that question a bit... common? I feel like I've heard it a lot. Does it still stand out? Lucas: It's common in the sense that career coaches recommend it. But in my experience — and I've sat on both sides of the table now — fewer than twenty percent of candidates actually ask it. Most people ask about team size or training programs. Luna: So the bar is low. Just asking a thoughtful question puts you ahead. Lucas: Exactly. And the key is to ask it with genuine curiosity. Don't sound like you're reciting a script. You want to say something like, 'I'm really excited about the role. To make sure I'm aligned with your expectations, could you walk me through what success would look like in the first 90 days?' Luna: That's good. It's specific, it's forward-looking, and it's humble. You're not claiming you'll succeed — you're asking what success even means. Lucas: Now, a pro tip: after they answer, follow up with one more question. Ask, 'And what would separate a good first 90 days from a great one?' That pushes them to reveal the real differentiators. Luna: Interesting. So you're not just getting the baseline — you're finding out what exceeds expectations. That's gold for someone who wants to overdeliver. Lucas: Exactly. And it also shows you're the kind of person who thinks in layers. You don't stop at the surface answer. Now, there are variations of this question depending on where you are in the process. Luna: Like what? Walk me through a phone screen versus a final round. Lucas: In a phone screen, you might ask, 'What are the top two or three priorities for this role in the next six months?' That's slightly broader but still focused on impact. In a final round with a senior leader, you could ask, 'How does this role contribute to the company's goals for the next year?' Luna: That shifts the conversation from the specific job to the bigger picture. It shows you understand strategy. Lucas: Right. And it gives you a sense of whether the role is actually connected to something meaningful. If the senior leader can't connect the role to a business objective, that's another red flag. Luna: Okay, but what about the risk that your question seems too focused on you? Should you ever ask about the team or the manager? Lucas: Yes, absolutely. But I'd frame it in terms of success too. For example: 'What does success look like for the team I'd be joining in the next quarter?' Or, 'How do you define success for someone in this role in terms of collaboration with other departments?' Luna: So the 'success in 90 days' framework is flexible. You can adapt it to different contexts without losing the core idea. Lucas: Exactly. And here's a concrete example. I once coached a candidate who was interviewing at a fast-growing startup. She asked the CEO, 'What does success look like for this role in the first 90 days?' The CEO said, 'Honestly, we're not sure yet — we're still figuring it out.' Luna: Yikes. That's a big red flag. Lucas: She took the job anyway because the pay was great. Six months later, she was burned out with no clear direction. She told me later, 'I wish I had trusted that red flag.' The question can save you from a bad fit. Luna: So it's not just an impression tool — it's a filter for you as a candidate. That's powerful. Lucas: Right. And I think that's the mindset shift we want listeners to take away. You're not a supplicant in an interview. You're a professional assessing a mutual fit. Asking the right questions is how you do that. Luna: Speaking of mutual fit — if today's episode gave you a useful framework you can actually use in your next interview, that's exactly the kind of content we try to deliver here. And the way these stay ad-free and focused is through listener support. Lucas: Yeah, we don't run ads, we don't have sponsors. It's just us and our listeners. So if you find value in what we do, you can support the show at buy me a coffee dot com slash fexingo. That's buy me a coffee dot com slash fexingo. Luna: And it genuinely helps us keep doing deep dives like this one. No pressure, just an option if the show's been useful to you. Lucas: Alright, back to the question. One more variation I want to mention: if you're in a panel interview or a group setting, you can ask, 'If you each had one piece of advice for someone stepping into this role, what would it be?' Luna: That's great because it gets multiple perspectives. And it might reveal conflicting priorities among the panel. Lucas: Exactly. If one person says 'focus on speed' and another says 'focus on quality,' you've just learned that the team has a tension you'll need to navigate. That's valuable intel. Luna: So we've covered the 'success in 90 days' question and variations for different stages and settings. What's the one thing you want listeners to remember? Lucas: Don't waste the 'any questions' moment. Have a prepared, strategic question that shows you're thinking about impact. And treat the answer as data — not just for your impression, but for your decision. The interview is a two-way street. Luna: And if you're not sure what to ask, start with 'What does success look like in the first 90 days?' It's simple, it's powerful, and it works in almost any context. Lucas: Exactly. Next time, we'll talk about how to handle the 'Why are you leaving your current job?' question — which is another minefield. But for now, go prep that question.