Every job interview ends with Q&A, but most people never ask questions at the end of job interviews

Here are 10 questions I used to get hired at JP Morgan, Goldman Sachs and Citi

3 min readApr 14, 2024

Every job interview ends with Q&A but most people never ask questions at the end of job interviews.

Here are 10 questions I used to get hired at JP Morgan, Goldman Sachs and Citi:

1. Is there anything else I can elaborate on to ensure I’m the top choice?

This open-ended question allows you to seal the deal by addressing any lingering questions, and doubling down on your unique strengths.

Take this last chance to highlight 1–2 critical strengths they need, that you offer over the other candidates.

The final impression most directly impacts hiring choices.

2. What doubts do you have about my qualifications for this role?

This will allow you to respond to any hesitations and remove roadblocks to a job offer.

This flips the script to have them present any doubts, allowing you to address their concerns.

Listen closely for hints on where your experience or skills don’t sync with their requirements.

Remind them of your past successes handling similar challenges.

3. Can you describe a typical day in this role?

This question helps you understand the daily responsibilities and expectations of the position.

Look for a clear and detailed description of the tasks and how they align with your skills and interests.

4. What are some of the skills and experiences you’re hoping the ideal candidate has, that we haven’t gotten a chance to talk about?

This prompts them to call out must-have skills where you can make the case that you still check the boxes for.

It also may expose where you lack “must have” skills, meaning you’re likely not getting an offer no matter how strong your credentials are otherwise.

Listen closely to the experience they emphasize to calibrate your closing pitch.

5. How does this company handle internal promotions and career advancement?

Growth potential is a major factor in job satisfaction and employee retention.

Knowing the company’s approach to internal promotions and career advancement will help you plan your career trajectory.

Look for a company with a transparent promotion process and a clear path for career growth.

The answer here reveals how invested they are in developing staff.

A lack of structure could signal high turnover.

6. What key achievements would define success in the first 6–12 months?

Another angle at surfacing their current challenges and top priorities, where you can position yourself as qualified.

It also defines what success looks like in their eyes for this role.

The more their big wins align with your capabilities and interests, the better the culture fit.

7. What are some must-have soft skills you feel contribute most to success here?

Every workplace has personality, behavior, and mindset clues that unlock culture fit and influence performance.

This exposes the key ingredients for those who thrive here long-term, and signals whether you fit.

If answers seem misaligned with the strengths you bring, ask about flexibility.

Mismatches signal poor culture leading to frustration and blocked growth in the future.

9. What are the biggest challenges I would face in the first 3 months if hired?

This shows you are thinking beyond just getting the job and are preparing for long-term success.

It also surfaces key areas where you may already have experience to overcome such challenges.

Listen for details on the current top priorities and problems of the role you could help solve.

If the challenges seem unrealistic or far outside your capabilities, it may be a red flag about culture fit.




I write TheFinanceNewsletter.com for 50,000 subscribers. My expertise comes from real-world knowledge, sharpened by 15 years working on Wall Street and Banking.