[daniel_iversen]

Important is to curate your own list based on the company and role. In the posted article there wasn't many cultural questions and I'd certainly add those (why do people typically enjoy working here? examples of tough situations the team or company has been through? What are the company values (does the interviewer even know?) and how are they important or not day to day, etc...) also probe on your managers management style (or you might end up hating the job) as well as ask to speak with future colleagues (in everyone's interest). Be prepared to be quizzed on why you're asking your questions (after all there has to be thought behind it). And for interviewers - many time the free dialog and understanding what's top of mind for your candidate is as important than the scripted questions. In fact I start off interviews saying we both need to get to know eachother in this session, and if there are any burning questions or things they'd like to know already? (that way I can see how much they've thought about the role and what's in their mind before they've had a chance to analyse the company or myself too much and maybe get a better picture of the candidate).. oh and my favorite question to the interviewer (even if it's me) is "If you had a magic wand and could improve one thing about the company what would it be?" - hard not to get some interesting insight into the company with that one.