What to Ask During a Job Interview for a Software Engineer Role

When attending a job interview for a software engineer role, it’s essential to be prepared with insightful questions to gain a deeper understanding of the company and the team you might be joining. Asking the right questions not only demonstrates your interest in the position but also helps you make an informed decision about your potential future workplace. Below is a list of important sections you should consider asking questions about during your job interview, along with explanations for why it is crucial.

List of question sections:

• Team structure and task assignment
• Work-Life Balance and Overtime
• Technological Stack and Algorithms
• Assigned Tasks and Challenges
• Onboarding and Learning Opportunities
• Mentorship and Guidance
• Work Organization
• Code Review Practices
• Probation Period Goals and Assessment
• Remote Work and Travel Opportunities
• Performance Review and Career Growth
• Employee Benefits and Perks
• Team Stability and Reasons for Openings
• Opportunities for Advancement
• Company Culture and Atmosphere
• Interviewer’s Critiques and Desired Changes
• Opportunities for Learning and Development

Let’s explore each section in more detail to understand its meaning.

Team Structure and Task Assignment

Understanding the team’s structure is vital for effective collaboration. Ask about how the team is organized, who sets the tasks and workload, and how responsibilities are distributed. This information will help you gauge how well you’ll fit into the team dynamic and if there are opportunities for growth.

• How many members are there in the team, and what are their roles?
• Can you explain how the team collaborates on projects and communicates with each other?
• How are tasks prioritized and assigned within the team?
• Are there opportunities for cross-functional collaboration with other teams?
• How does the team handle workload distribution during peak periods?

Work-Life Balance and Overtime

Inquire about work-life balance and the company’s policy on overtime. Knowing this will give you insights into the company’s culture and how they value their employees’ well-being.

• How does the company support work-life balance for its employees?
• Are there flexible working hours or remote work options available?
• What is the typical workload for team members, and how often is overtime required?
• How does the company ensure that employees’ well-being is taken into consideration during peak periods?
• Is there a culture of respecting personal time and boundaries outside of work hours?

Technological Stack and Algorithms

Understanding the technology stack and the algorithms used by the company allows you to assess if your skills align with their requirements. It also indicates how up-to-date the company is with the latest technologies.

• What programming languages and technologies does the team use for development?
• Are there any plans to adopt new technologies or frameworks in the near future?
• Can you provide examples of the types of algorithms the team works with on a regular basis?
• How does the team stay up-to-date with the latest advancements in technology and industry best practices?
• Are there opportunities for team members to propose and explore new technologies?

Assigned Tasks and Challenges

Seek clarity on the types of tasks and challenges you will be handling in the role. This will help you evaluate if the role aligns with your interests and aspirations.

• What types of projects or assignments would I be involved in as a new team member?
• How are tasks allocated based on team members’ skills and interests?
• Can you share examples of recent challenging projects the team has completed?
• How does the team approach problem-solving and handling technical challenges?
• Are there opportunities to take ownership of projects from start to finish?

Onboarding and Learning Opportunities

Inquire about the onboarding process and whether there will be time allocated for learning new skills. Knowing this will help you understand if the company values continuous improvement and professional growth.

• How is the onboarding process structured for new team members?
• Are there any training sessions or workshops provided to help new hires get up to speed?
• Does the company offer support for attending conferences or online courses to enhance skills?
• How does the company encourage continuous learning and professional development among its employees?
• Are there mentorship programs available to guide new team members?

Mentorship and Guidance

Ask about the presence of a mentorship program or if there will be support from experienced team members. Having mentors can accelerate your learning and integration into the team.

• Is there a formal mentorship program within the company, and how does it work?
• How does the team foster a culture of knowledge sharing and learning from each other?
• Are there opportunities to seek guidance or ask questions from more experienced team members?
• How does the company support career growth and advancement through mentorship?
• Can you share examples of how mentorship has benefited team members in the past?

Work Organization

Understanding the team’s workflow, such as sprint planning, daily stand-ups, and retrospectives, provides insights into how the team collaborates and resolves issues.

• What is the typical duration of sprints, and how is the sprint planning process conducted?
• How does the team prioritize and manage tasks within a sprint?
• Are there regular meetings such as daily stand-ups or sprint reviews?
• How are retrospectives used to improve team performance and processes?
• What tools or methodologies does the team use for project management?

Code Review Practices

Inquire about code review practices, as they indicate the company’s commitment to producing high-quality code and fostering a collaborative environment.

• Can you explain the code review process and how it contributes to the development workflow?
• What tools or platforms does the team use for code reviews? Are there specific coding standards or best practices the team * follows during code reviews? How does the team provide feedback during code reviews, and is * there room for open discussions?
• Are there any training resources to help team members improve their code quality based on feedback?

Probation Period Goals and Assessment

Knowing the goals and criteria for the probation period allows you to have clear expectations and ensures you have the right support to succeed.

• What are the main objectives or goals expected from me during the probationary period?
• How will my performance be evaluated during the probation period?
• Is there a formal review at the end of the probation period to discuss progress and potential continuation?
• What support and resources are available to help me succeed during this initial phase?
• How does the company assist employees in overcoming challenges during the probation period?

Remote Work and Travel Opportunities

If relevant, ask about the company’s remote work policy and any potential travel opportunities associated with the role.

• Does the company have a remote work policy, and how often do team members work remotely?
• Are there any specific requirements or conditions for remote work arrangements?
• Are there opportunities for business travel related to projects or conferences?
• How does the company support employees who need to travel for work?
• Is there a balance between remote work and in-office collaboration within the team?

Performance Review and Career Growth

Ask about the frequency of performance reviews, how promotions are determined, and how salary increments are managed to understand the company’s commitment to recognizing and rewarding employees’ contributions.

• How often are performance reviews conducted, and what criteria are considered during these evaluations?
• Can you share examples of how the company supports career growth and advancement?
• What resources or training opportunities are available for employees seeking to develop new skills?
• Are promotions and salary increments based on individual achievements or team contributions?
• How does the company encourage employees to set and achieve career goals?

Employee Benefits and Perks

Inquire about additional benefits like health insurance, gym memberships, language courses, professional training, team-building events, and equipment allowances.

• What types of benefits, such as health insurance, retirement plans, or paid time off, does the company offer?
• Are there any additional perks or unique benefits that the company provides to its employees?
• Does the company offer any wellness programs or fitness-related benefits?
• Are there opportunities for team members to participate in professional development courses or conferences?
• How does the company promote work-life balance through its benefits and perks?

Team Stability and Reasons for Openings

Understanding the stability of the team and the reason for the vacancy provides insights into the team’s dynamics and the company’s growth plans.

• How long have the current team members been with the company, and how often does the team see turnover?
• Are there any recent changes or specific reasons behind the current opening in the team?
• In case of team turnover, how does the company ensure knowledge transfer and prevent a knowledge gap?
• Are there any ongoing initiatives or programs aimed at promoting team stability and employee loyalty?
• What support or resources does the company provide to help new team members integrate into the existing team culture?

Opportunities for Advancement

If your long-term goal is to move into a management or leadership role, ask about the company’s history of promoting from within and how they define and determine roles and responsibilities. Remember, asking these questions will help you understand the company’s commitment to employee growth and advancement, and whether it aligns with your long-term career goals.

• What are the typical career paths for team members within the company?
• Are there opportunities to take on leadership roles or management positions in the future?
• How does the company identify and nurture potential candidates for advancement?
• Can you share examples of team members who have advanced in their roles and how they achieved it?
• What additional responsibilities or skills are required for moving into more senior positions?
• Are there mentorship or coaching opportunities available for employees interested in career advancement?
• Does the company provide formal training or development programs to prepare employees for leadership roles?
• How does the company support employees in setting and achieving their long-term career goals?
• Are there any specific performance metrics or criteria used to evaluate candidates for promotion?

Company Culture and Atmosphere

Ask about the company’s values and work culture to ensure that it aligns with your own values and working preferences.

• How would you describe the company’s overall culture and values?
• What are some common team activities or events that foster a positive atmosphere?
• How does the company encourage collaboration and open communication among team members?
• Are there any employee-led initiatives or social groups within the company?
• How does the company celebrate successes and milestones achieved by the team?
• Can you provide some insights into the team’s overall satisfaction and engagement levels?

Interviewer’s Critiques and Desired Changes

Inquire about any pain points the interviewer may have experienced in the company and what improvements they would like to see. This shows that you care about the work environment and are proactive about contributing to positive changes.

• Are there any aspects of the company or team that you would like to see improved or changed?
• How do you think the team could benefit from having a new member with my skill set?
• Are there any ongoing efforts to improve work processes or streamline workflows within the team or company?
• What are the key qualities or attributes that the team is looking for in a new team member?
• How does the company handle feedback from employees, and what initiatives have been implemented based on that feedback?
• How does the company handle employee engagement and ensure that team members feel valued and motivated?

Opportunities for Learning and Development

Finally, ask about the company’s commitment to supporting employee learning and if they offer time or resources for professional development.

• Does the company have a budget for professional development and training?
• Are there any in-house workshops or learning sessions offered by the company?
• How does the company encourage employees to pursue certifications or additional qualifications?
• Are there opportunities to participate in conferences or industry events sponsored by the company?
• Can you share examples of team members who have successfully grown their skills and knowledge within the company?

By asking these thoughtful questions during your job interview, you’ll not only gain valuable insights into the company and the team but also demonstrate your genuine interest in the role and your proactive approach to making informed career decisions. Remember, interviews are a two-way street, and finding the right fit for both parties is crucial for a successful and fulfilling employment experience.

Now from theory to practice: in order to make an informed decision and choose the best opportunity, I prefer to interview with several companies at the same time. To simplify this process and ensure accurate comparisons, I use an Excel spreadsheet. In this spreadsheet, the question sections are arranged as rows, with a set of sample questions in the first column, and the interviewers (HR, developers, engineering managers, engineering manager) as columns.

By structuring my interview evaluations in this way, I can get comprehensive information from multiple perspectives. HR professionals often provide valuable information about company culture, benefits, and growth opportunities. Developers share technical knowledge and challenges I may encounter working on a team. Engineering managers talk about project management and team dynamics, and the head of engineering talks about strategic aspects and the long-term vision of the company.

To work efficiently with the Excel spreadsheet, I create separate sheets for each company. Each sheet reflects the same interview sections and questions, making it easy to compare companies against each other. This approach ensures that specific interview details are not missed and that a clear picture is maintained during the decision-making process.

Choosing the best option from a multitude of offers requires a structured approach. My Excel spreadsheet with questions acts as a reliable assistant, helping me to optimize the interview process and gather important insights from different interviewers. With unique insights from HR representatives, developers, engineer managers, and the heads of engineering, I gain a comprehensive understanding of each company’s strengths and challenges. Armed with this information, I can confidently make an informed decision and begin a new and exciting phase of my career.

And you can do the same, my friend. Good luck finding your dream company!