Early Career Advice: How to End Your Interview on a High Note
The interview isn’t over when the questions stop coming your way. Learn how to make those final moments count with expert tips from Cox’s early talent team.
You’ve made it to the end of the interview and feel like you can finally take a breath. You’ve talked about your goals and experiences and shared stories that show what you’ve learned and accomplished along the way.
But there’s one more important moment ahead: when the interviewer turns the tables on you and asks, “Do you have any questions for us?”
It’s more than a polite wrap-up. This is your chance to ask questions that matter to you, show your enthusiasm and reinforce why you’d be a great addition to the team.
“It shows that you did your research into the company and are interested in learning more,” explained Sam Brown, lead university relations recruiter at Cox. “It’s also a good way to gather information from your interview so that you can make an informed decision if you have multiple offers presented to you.”
Here’s how to plan ahead and make those final moments count.
1. Research the company and your interviewers.
Here’s one situation where doing a bit of online sleuthing is more than acceptable — it’s a smart move. Before any interview, spend time researching the organization: explore the company’s careers website, scroll through their social media and check for any awards or recognition. You want to have a basic understanding of what the company does and why they do what they do.
Next, look up your interviewers so you can tailor your questions. Their LinkedIn profiles are a great place to look and get a sense of their career paths and the areas they’re passionate about professionally. This extra context can help you connect more intentionally during the conversation.
2. Prepare questions ahead of time.
Use what you learn in your research to jot down a few questions that will help you understand the role, the team or what success looks like. For example:
- Ask questions about the day-to-day tasks in the position. What can you expect?
- Ask about training. Is there a plan in place to make sure you’re supported in learning about new technology and processes?
- If they’re going to be your manager, ask what a top-performing intern or employee would be doing in their first 30, 60, or 90 days. (“What does success look like in the first 30 days?”)
Then, think about the people you’ll be speaking with. If someone’s been at the company for decades, ask what’s kept them there. If they recently joined, ask what drew them in. Questions like these give you insight into the company’s culture and help you build a more genuine connection with your interviewers.
“I want you to have two to three questions per interviewer about them,” Sam recommended. “It shows that you’re interested, you did your research ahead of time and you paid attention to the details about the people you’re interviewing with and the team you’re interviewing for.”
During the interview, take notes and cross off any prewritten questions as they’re answered. This helps you avoid asking something that’s already come up. “Make sure you’re cognizant of what was discussed and eliminate any pre-made questions from your list that you’ve already covered,” Sam said.
3. Use your questions to reinforce your skills.
Your questions can do more than show curiosity; they subtly signal to the interviewer what you bring to the table.
“And then you’re able to answer back and highlight your experiences and skills that line up with what they’re looking for in their next hire,” Sam said.
Sam recommends asking targeted questions that naturally connect back to your strengths, such as:
- The technologies the team uses and how they’re applied day to day
- The size and structure of the team
- What the team looks for in a strong candidate
For example, a candidate who’s led cross-functional projects might ask, “I really enjoyed leading cross-functional projects in school. How does collaboration work between teams here?” Questions like this remind the interviewer of your experience while showing you’re already thinking like part of the team.
One question Sam recommends always asking is: “What would a high-performing initial hire be doing 90 days after they start?”
For one, it signals that you want to be a high performer. It also helps you understand where the bar for excellence is on that team. If the expectations sound unrealistically high, it could be a red flag. If they’re surprisingly low, you may know you can step in and exceed expectations right away.
4. End on an enthusiastic, professional note.
Always thank your interviewer for their time, express excitement about the role and clarify next steps. A confident, gracious closing leaves a lasting impression.
“Please make sure you thank the interviewers for taking the time to talk with you,” Sam said. “And if you do want the job, say so! This is a time to articulate your interest and excitement, especially if you had a great time talking with the interviewers.”
5. Follow up with a thank-you email.
After the interview, send a brief thank-you note to your recruiter or interviewer. Reiterate your appreciation, mention something specific you discussed and restate your interest in the role. It’s a small gesture that reinforces professionalism and keeps you top of mind.
Explore early career opportunities at Cox and join the Cox Talent Community today!
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