Interview questions to ask candidates
Question banks by stage and by trait — every question annotated with what the answer reveals and the follow-up that breaks rehearsed responses. Because a list without the "why" is just trivia.
Strategic interview questions that reveal how candidates think, decide and handle trade-offs.
Unusual interview questions candidates haven't rehearsed.
Culture fit interview questions that test alignment with how your team actually works.
What to ask in a second interview: questions that go deeper than round one, test the doubts you noted, and check team and working-style alignment.
The phone screen questions that qualify or disqualify fast: motivation, logistics, core competence and red flags.
Final round questions that resolve remaining doubts, test commitment, and set up a successful offer.
Situational 'what would you do if…' interview questions with realistic scenarios, what strong vs. weak answers look like, and how they differ from behavioural questions..
Leadership interview questions for hiring managers, team leads and executives.
Low-pressure, conversational interview questions that relax candidates and still carry signal.
The core first-round interview structure: questions covering motivation, competence, collaboration and self-awareness.
We're building an AI candidate you can rehearse on — it answers in character from a real CV and coaches your technique.
Choosing questions that actually work
What are good interview questions to ask candidates?
Good questions force evidence: past behaviour ('tell me about a time…'), real decisions and trade-offs, and specifics ('what was YOUR part?'). Bad ones invite scripts (greatest weakness), test nothing (brainteasers), or answer themselves. Every bank here is annotated with what each question actually reveals.
How many questions should I ask in an interview?
Six to ten core questions with genuine follow-ups fills a 45–60 minute interview. Depth beats breadth: rehearsed answers survive first questions but not third-level follow-ups. Pick one bank, choose 4–6 questions mapped to the attributes you're testing, and go deep.
Should I ask every candidate the same questions?
Yes — the same core spine, scored against the same rubric. Structured interviews out-predict free-form conversation in every major meta-analysis. Personalise in the follow-ups and CV-specific questions, not in the spine.