9 essential questions to ask your interviewer

An interview is a two-way conversation. While you are being evaluated for the job, you are also evaluating whether the company is the right fit for your long-term goals. Asking direct or probing questions can feel challenging in the Filipino job market, where cultural values often encourage pakikisama and discourage confrontation. To help you ask the right questions without seeming overly forward, we spoke with Elizha Corpus, a career development coach as she provides essential strategies for framing questions to gain crucial information about stability, growth, and work culture. See her advice here:

1. Why has this position become available?

“This is a vital question for job seekers prioritizing stability. It thoughtfully helps you understand if the role is the result of positive growth (a green flag) or high turnover (a potential red flag). How about if you try asking in this manner. ‘I’m curious about what created the opportunity for this position. How did this role come about within the team?’

2. How does the company support professional development?

“Since upskilling and training are often high priorities for Filipino talent, the goal is to show initiative without implying any current skill gaps. You can try, ‘How does the company invest in employees’ ongoing learning or skill development?’ shows proactive alignment with the company's growth mindset.”

3. How is the company be evolving in the next few years?

“This question allows you to gather information about future direction without sounding anxious about layoffs or major instability. We can rephrase this question to ‘How is the company evolving in the next few years, and how does this role contribute to that direction?”

4. How would you describe your approach to supporting your team?

“Because our work culture often values close, personal relationships and mentorship, you need a respectful yet open question to gauge the manager's style. The strategic rephrase that can be used is a respectful language to assess their coaching style. Something like, ‘How would you describe your approach to guiding or supporting your team?’ This keeps the tone courteous while helping you assess if their leadership style matches your need for mentorship or autonomy.”

5. What is the current work setup, and how is productivity supported?

“With ongoing post-pandemic adjustments, it's natural to inquire about the work arrangement (WFH, hybrid, in-office). My advice when it comes to these kinds of questions is that many local hiring managers may view asking about WFH too early as prioritizing convenience over commitment. Ask this later in the interview after discussing responsibilities. The strategic rephrase could be a shift in the focus from your preference to your performance in any setup. Something more like this, ‘What is the current work setup that the company offers to employees? How does the company support employees to stay productive and connected in that setup?”

6. Can you describe a typical day or week in this role?

“This is a thoughtful, indirect way to gauge workload and work-life balance without asking, ‘Will I work overtime?’ Instead, what to listen for should be a balanced answer that covers both routine and project-based work, giving you a realistic picture of the daily job.”

7. How is performance typically evaluated for this role?

“Asking this helps ensure you are entering a performance-based culture where expectations are transparent, rather than a demanding, unstructured environment. The way to ask this is by positiong yourself as a professional who values accountability and excellence. ‘How is performance typically evaluated for this role, and what do your top performers usually do well?’ Green Flags to listen for are clear, role-specific metrics (e.g., client satisfaction, quality scores), regular feedback loops, and mention of coaching. Red flags to listen for could be vague answers like ‘We just expect everyone to go above and beyond.’ This suggests unclear standards.”

8. What is the most common reason employees choose to stay with the company?

“This is a gentle way to probe company culture and retention by focusing on what makes current employees happy and fulfilled. Answers focusing on growth opportunities, mentorship, strong company values, or support for work-life balance are answers from the interviewer are what you should look out for.”

9. What are the next steps in the interview process?

Always conclude on a decisive and professional note to demonstrate that you are organized and committed. You can close by confirming your interest and setting clear expectations. ‘Thank you for sharing this information. What are the next steps in the process, and when can I expect to hear from you or the team?”

Asking thoughtful questions is your opportunity to demonstrate genuine engagement and initiative. By framing your questions strategically, you show the hiring manager you are seeking a career opportunity that aligns with your professional values and long-term goals.