"Do you have any questions?" Almost every finance interview ends this way, and many candidates answer "no, everything is clear". That is a missed opportunity: this last exchange is a real test that can confirm or erase the impression left during the previous thirty minutes. Here is how to choose your questions depending on who you are speaking to, which to avoid, and how to tie them to what was said.
Why ask questions
The recruiter is not looking for the perfect question. They observe three things:
- Your genuine interest: a candidate who asks nothing gives the impression of not picturing themselves in the role.
- Your listening quality: a question that builds on something said proves you followed.
- Your professional maturity: questions reveal what matters to you (learning, team, responsibilities) and whether it fits the team.
It is also in your interest: you are choosing an employer as much as they are choosing you. A team, a pace and a management style you do not know are worth a few minutes of curiosity.
💡 Learn more: this final part is one piece of the overall preparation described in our guide to preparing an investment banking interview.
Prepare three to five questions, some of which will already have been answered during the interview: always keep one or two spare.
Questions for an HR recruiter
The HR recruiter knows the process, training policy, organisation and culture of the company, but not always the detail of daily work. Ask questions at their level:
- "How does onboarding work for new joiners during the first weeks?"
- "What training is offered to juniors, internally and externally?"
- "What do the next steps of the process look like and within what timeframe?"
- "How does one progress in the team? Is there a progression grid?"
- "What qualities made the latest interns or apprentices successful?"
The timeline question in particular is legitimate and will spare you a badly timed follow-up. Our article on following up an unanswered application will help if the announced deadline passes.
Questions for a manager or partner
The manager knows the concrete work and what they expect from a junior. They appreciate substantive questions:
- "What would be the first three assignments you would give me?"
- "What does a typical day or week look like in the team?"
- "What, in your view, distinguishes a very good junior from a good one in this role?"
- "What are the team's most important deals or projects in the coming months?"
- "How do you give feedback, and how often?"
- "What do you like most about this team?" (A more personal question, it often draws out a sincere and useful answer.)
With a partner or director, favour the big picture: the team's positioning, market developments, development strategy. Avoid operational details a senior does not necessarily follow.
Questions to avoid
Some questions work against you, even if legitimate in themselves:
- Questions whose answer is on the website or in the job ad: they show you did not prepare.
- Questions centred on benefits: salary, bonuses, leave, remote work. They have their place later, at the offer stage. See our guide to negotiating your salary at hiring.
- "What does your company do?": to be banned.
- Pointless closed questions: "Is the atmosphere good?" invites an automatic answer.
- Negative or aggressive questions: "Why are there so many departures?" can be rephrased neutrally ("How has the team evolved over the past two years?").
- No questions at all: this is the most common mistake. Also read the interview mistakes to avoid.
Tying your questions to the interview
The best questions do not come from a list: they extend the conversation. Three techniques:
- Build on a topic raised: "You mentioned the [X] project: how does a junior contribute to it concretely?"
- Link to your background: "My internship taught me to [Y]: are there opportunities to deepen this type of work here?"
- End on the future: "If I join the team, what would reassure you most after three months?" This question invites the recruiter to imagine your success, and gives you the chance to address any reservation.
Take notes during the interview to keep ideas at hand. Do not read from a list, but do not hesitate to consult your notes: it shows preparation.
Finally, keep a last sentence ready to close the exchange: a brief reminder of your motivation, echoing your opening pitch. And remember to send a short thank-you message that picks up a specific point from the discussion.
A good interview ending is prepared like the rest, and a good CV opened it. With FinanceCV, you do not have to worry about layout: the generator produces a clean, ATS-readable CV, so the conversation is about your background rather than the form.
Ready to create your finance CV? Use our free generator to get a professional document in a few minutes.