Best Interview Questions to Ask Candidates (with Examples)

Asking the right interview questions is one of the main challenges when it comes to a company’s hiring process. But the most hiring mistakes happen when you ask generic questions at the wrong stage or miss the signals in someone's response.

The best interview questions are key to making sure you’re hiring the right people, but they still change depending on what you're evaluating: first-round screening needs different questions than technical deep dives or final decision conversations.

Our guide organizes interview questions by type, stage, and format—including specific approaches for remote and global hiring. You'll learn which questions to ask when, and how to evaluate answers beyond surface-level responses.

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Types of Interview Questions (And When to Use Each)

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Not all interview questions serve the same purpose. The best interviewers match question type to what they need to learn:

• Behavioral questions reveal how someone has actually performed in past situations
• Situational questions test judgment on scenarios they will probably face
• Cultural questions assess collaboration style and team fit
• Role-specific questions validate technical capabilities and domain expertise

Each type gives you different information. Mixing them strategically across your interview process builds a complete picture of the candidate. Check more details about them.

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Discover and Motivation Interview Questions

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Motivation questions reveal why candidates want this specific role at this specific company right now. With these questions, you're listening for whether their reasons align with what the job actually offers and whether they've thought beyond the immediate move.

Strong motivation answers connect personal goals to specific aspects of the role. The best candidates have done enough research to ask informed questions back, showing genuine interest rather than just interview preparation.

10 questions that reveal motivation and fit:

1. What specifically about this role caught your attention when you saw the posting?
2. What do you know about our company, and what interests you most about what we're building?
3. Walk me through what you're looking for in the next role that you're not getting now.
4. What made you decide to explore opportunities outside your current company?
5. How does this role fit into your broader career direction over the next few years?
6. What concerns or hesitations do you have about this opportunity?
7. If you had multiple offers, what factors would matter most in your decision?
8. What questions do you have about the role, team, or company that would help you evaluate fit?
9. What aspects of the job description excited you?
10. Why now? What's driving your timeline for making a change?

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Behavioral Interview Questions

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Behavioral questions make candidates pull from real experience. They're harder to rehearse than hypothetical scenarios because you're asking for specific points: what happened, what they did, what the outcome was.

The best answers follow the STAR method:

Situation: The candidate briefly describes the context. What was happening, who was involved, and what made it challenging.

Task: They explain what needs to be accomplished or what problem needs to be solved.

Action: They describe the specific steps they took, focusing on their individual contribution rather than what the team did.

Result: They share measurable results. What changed, what they learned, what impact their actions had.

Vague answers usually mean the candidate didn't own the situation, which can be a sign that can impact.

10 behavioral questions that show performance:

1. Tell me about a time you missed a deadline. What happened and what did you learn?
2. Describe a project where you had to change direction midway. How did you handle it?
3. Walk me through a situation where you disagreed with your manager. What was the outcome?
4. Give me an example of a time you had to deliver tough feedback to a colleague.
5. Tell me about your biggest professional failure. What would you do differently?
6. Describe a time when you had to learn a new skill quickly to complete a project.
7. Share an example of when you took initiative without being asked.
8. Tell me about a time you had to prioritize between competing urgent tasks.
9. Describe a situation where you had to work with a difficult team member.
10. Walk me through a project you're most proud of and your specific contribution to its success.

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Situational Interview Questions

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Situational questions test how candidates think through problems they haven't solved yet, but they might go through when working in your company. You're evaluating judgment, problem-solving approach, and whether they consider the variables that matter in your context.

Strong candidates think out loud. They ask clarifying questions, acknowledge trade-offs, and explain their reasoning. Weak answers jump to solutions without considering constraints or consequences.

10 situational questions that test judgment:

1. You discover a major bug in production on Friday at 5 pm. What's your process for deciding what to do?
2. Your manager asks you to deprioritize a project you believe is critical. How do you respond?
3. You're three weeks into a project and realize the timeline is unrealistic. What do you do?
4. A client is demanding a feature that conflicts with your product strategy. How do you handle it?
5. You receive conflicting directions from two stakeholders. What's your approach?
6. You're assigned to a project with unclear objectives. How do you proceed?
7. Your team misses a major milestone. How do you communicate this to leadership?
8. You identify a process that's wasting significant team time. What steps do you take?
9. A colleague takes credit for your work in a meeting. What's your response?
10. You're asked to complete a task you've never done before with no training. How do you approach it?

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Personal & Cultural Fit Questions

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Cultural fit is about finding people who thrive in your actual work environment and share core values around collaboration, communication, and how work gets done.

The key is listening for alignment with how your team actually operates. If you move fast and iterate, someone who needs perfect information before acting will struggle. If you value direct communication, someone who avoids conflict won't fit.

10 questions that reveal working style and values:

1. Describe your ideal work environment. What conditions help you do your best work?
2. How do you prefer to receive feedback from managers and colleagues?
3. Tell me about a team culture where you thrived. What made it work for you?
4. What's your approach when you need information from someone who's unresponsive?
5. How do you balance quality and speed when both matter?
6. Describe how you typically collaborate with team members on projects.
7. What kind of work energizes you? What drains you?
8. How do you handle situations where you don't have all the information you'd like?
9. Tell me about a time company culture didn't align with your values. What happened?
10. What does good team communication look like to you?

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Role and Industry-Specific Interview Questions

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If you're hiring for specialized functions, you need questions that test actual domain knowledge and technical capability. The right questions depend entirely on what the role requires.

Engineering examples:

1. Walk me through your process for debugging a production issue.
2. How do you approach code reviews? What are you looking for?
3. Describe a technical decision you made that you'd do differently now.
4. How do you balance technical debt against new feature development?

Marketing examples:

1. Talk me through how you'd build a content strategy for a new product launch.
2. How do you measure the success of a campaign beyond surface metrics?
3. Describe your process for understanding a new target audience.
4. What's your approach to attribution when multiple channels are involved?

Finance examples:

1. Walk me through how you build a financial model for a new business line.
2. How do you approach variance analysis when actuals differ significantly from the budget?
3. Describe a time you identified a financial risk before it became a problem.
4. What's your process for communicating financial insights to non-finance stakeholders?

Operations examples:

1. Describe how you'd approach process improvement in a new department.
2. How do you prioritize when multiple teams need your support simultaneously?
3. Tell me about a time you had to implement an unpopular operational change.
4. What metrics do you use to evaluate operational efficiency?

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Interview Questions by Interview Stage

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Your interview process should filter progressively. First interviews eliminate obvious mismatches, the middle rounds test core capabilities, and the final conversations reduce risk before extending an offer. Each stage needs different questions to make effective decisions. We separated some questions that might help you. Check them out.

First Interview Questions (Screening Stage)

The screening interview answers one question only: Is this person worth your team's time? You're checking basic fit, communication skills, and whether key requirements align. Keep it conversational but focused on what makes sense for your team.

Red flags at this stage are often about what's missing. Can't articulate why they're interested in the role? Don't understand what your company does? Those conversations end quickly.

10 first-round questions that filter effectively:

1. What interests you about this role and our company?
2. Walk me through your background and how you got to where you are today.
3. What are you looking for in the next role that you're not getting now?
4. How does your experience align with the key requirements we've outlined?
5. What's your timeline for making a move?
6. Tell me about your current role and main responsibilities.
7. What questions do you have about the role or company so far?
8. Describe your ideal manager and work environment.
9. What are you hoping to learn or develop in your next position?
10. Why are you open to leaving your current role?

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Second Interview Questions (Deep Dive)

Second interviews test whether the candidate can actually do the job. This is where you ask about specific skills, evaluate work samples (if relevant), and understand how they approach the core problems they'll face in the role.

The best second interviews feel like working together. Give them a real scenario, ask follow-up questions, and push them to explain their reasoning.

10 questions for evaluating experience:

1. Walk me through your process for [core job function]. What does day one through completion look like?
2. Here's a real problem we're facing: [describe situation]. How would you approach it?
3. Tell me about the most complex project you've managed. What made it difficult?
4. Describe a time when your work was criticized. How did you respond?
5. How do you stay current in your field? What have you learned recently?
6. Walk me through a piece of work you're especially proud of. What was your role?
7. What tools or systems do you rely on to stay organized and productive?
8. Tell me about a time you had to influence someone without direct authority.
9. How do you approach learning something completely new to you?
10. Describe your process when you receive ambiguous or incomplete requirements.

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Final Interview Questions (Decision Stage)

Final interviews are about risk reduction and mutual fit. The candidate can do the job—you've established that. Now you're evaluating judgment, leadership potential, long-term alignment, and making sure there are no late surprises.

These conversations should feel more strategic. You're discussing how they think about growth, decision-making at higher levels, and what success looks like long-term.

10 questions for de-risking the hire:

1. Where do you want to be professionally in three years? How does this role help you get there?
2. Tell me about a decision you made that had significant consequences. What was your thought process?
3. How do you define success in this role? What would the first six months look like?
4. What concerns or questions do you have about joining our team?
5. Describe your leadership style and how you develop people around you.
6. What have you learned from previous roles that will help you succeed here?
7. Tell me about a time you had to make a decision with incomplete information.
8. How do you handle situations where you need to push back on senior leadership?
9. What would make you choose us over other opportunities you're considering?
10. Is there anything we haven't covered that would help us make the best decision?

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How to Evaluate Interview Answers

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Interview questions only work if you can spot the difference between strong answers and general ones. Most interviewers know what to ask, but fewer know what they're listening for. Here are some best practices.

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What Strong Interview Answers Look Like

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Good answers usually follow the STAR method because it demands specificity regarding situation, task, action, and result. Candidates who've actually done the work can quickly describe the context, focus on their actions, and share concrete outcomes.

Strong answers also include these signals:

• Specific numbers and timeframes. Strong candidates quantify impact and can place their work on a timeline. Vague answers about improvement or efficiency usually suggest vague involvement.
• Ownership language. Notice the difference between "I" and "we." Strong candidates use "I" when describing their actions and "we" when sharing team outcomes.
• Honest complications. Projects always have obstacles. Strong candidates mention what went wrong or what surprised them, then explain how they adapted.
• Clear reasoning. When candidates explain why they chose a particular approach, you learn how they think. The logic behind decisions reveals judgment and strategic awareness better than the decisions themselves.
• Reflection and learning. They don't just describe what happened, but they also explain what they learned or what they'd do differently now. That self-awareness signals someone who grows from experience.

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Common Red Flags in Interview Answers

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Vague answers usually mean vague experience. Watch for candidates who speak in generalities without concrete examples. If they can't get specific about their work, they probably weren't that close to it.

How someone talks about past conflicts and failures shows how they'll handle the next ones. Candidates who consistently blame others rarely take ownership when things go wrong on your team.

Jumping straight to solutions without explaining the problem reveals how they think. When candidates skip over what made something difficult and go right to "here's what I did," they're showing you their process. That same pattern could play out in your role—acting fast without understanding what they're actually solving.

Listen for contradictions between what candidates say they value and what their examples actually show. These disconnects signal either a lack of self-awareness or intentional misrepresentation.

Strong candidates can go deeper when you question closely because they lived through the decisions. Ask one follow-up, and the story should get richer, not fall apart.

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Remote Interview Questions and Considerations

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Remote work requires some different evaluation criteria.

Remote candidates need to demonstrate they can work effectively without constant oversight. The best remote employees communicate proactively, manage their time independently, and stay engaged when they're not in a physical office.

10 questions that assess remote positions:

1. Describe your ideal remote work setup. How do you structure your day?
2. How do you stay connected with team members when you're not in the same location?
3. Tell me about a time you had to manage a project with limited direct supervision.
4. How do you handle communication across different time zones?
5. What's your approach when you're blocked on something and can't get immediate help?
6. Describe how you've collaborated remotely on a complex project.
7. How do you maintain productivity when working from home? What's your system?
8. Tell me about a time async communication failed. What happened and what did you learn?
9. How do you make sure you're aligned with your team when you can't just walk over and ask?
10. What challenges have you faced working remotely, and how did you solve them?

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Athyna's Interview Best Practices

At Athyna, we match global talent with ambitious teams that need to move fast. We've learned what actually predicts success versus what just sounds good in the moment.

Start with clarity. Before any interview, be clear on what you're evaluating at this stage. First call? Test communication and basic fit. Technical round? Assess actual capability. Final interview? Confirm judgment and alignment. Mixing objectives across stages wastes everyone's time.

Test what matters. If the role requires autonomous work, ask about times they've operated independently. If collaboration is critical, probe for examples of working through disagreement. The questions should map directly to what success looks like in the first six months.

Listen for ownership. Strong candidates use "I" when describing their actions and "we" when sharing team outcomes. They can articulate trade-offs they considered and why they chose their path. They reflect on what they learned from both successes and failures.

Evaluate answers, not charisma. Confident delivery doesn't equal competent work. Some of the best performers are quiet or need time to think. Focus on the substance of answers: specificity, logic, self-awareness, and evidence of learning.

Ask better follow-ups. Generic interviews ask their list and move on. Effective interviews dig deeper when something doesn't add up. "Help me understand what you mean by that." "What else did you consider?" "What would you do differently now?" Follow-up questions separate real experience from rehearsed stories.

Give them space for questions. How candidates ask questions tells you how they think. Do they ask about the team's challenges or just about benefits? Do they probe for specifics or accept vague answers? Curiosity and thoughtfulness in questions often predict performance better than rehearsed answers.

Remember that hiring isn't about eliminating all risk; it's about making informed bets on people who can grow into the role and beyond it. The best interview questions help you see that potential clearly.

Talk to our team and start hiring.

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