[twoodfin]

As someone who’s been an interviewer approximately 50X more often than I’ve been interviewed, I have come to love the “any questions for me?” part of the interview.

I have progressively reserved more and more time for it, particularly for candidates who are already making a strong impression. And for candidates who are otherwise hard to read or on the boundary, it’s been a great opportunity for clarifying discussion.

Would strongly recommend leaving 30-50% of the interview for candidate-driven topics.

[athenot]

Same. I want candidates to ask me questions. If they don't, I prompt them. If they still don't have any questions, that usually counts against them.

Of course, that's because I cultivate teams where I want people to think for themselves, even if that means dissent or arguing with me. I'm not trying to hire a bunch of "yes people" who just make me feel good. And I'm aware that it takes a lot of courage to ask questions or challenge an interviewer, but that's a similar trait that I'm after in the roles I'm usually filling.

[pdimitar]

At 44 years old and with 22.5 years of experience I will now go to the corner weeping that I have met maximum 3 people like you in my entire life.

You people apparently don't dwell in Eastern Europe or even most of Europe (I have been around). It's a meat grinder here.

[shepherdjerred]

I find value when in asking questions when I’m interviewing for a particular team.

But, some companies do team matching and allocate time for you to ask questions to managers/ICs you won’t be working with.

What questions are worth asking in this context?

[noisy_boy]

That just opens up questions for a third-party perspective. If the team you are interviewing for is hated, that is a red flag because usually teams need to collaborate with other teams.

[shepherdjerred]

With team matching, you generally don't even know what team you might be working on until after you've passed the technical/behavioral interviews