Rising Star
Related Posts
I want to earn good money without compromising on WLB.
This is my profile
1 year at a Fintech firm in Product role (Current Role) in Gurgaon
1 year at PwC as Consultant 1
MBA (Finance) grad Skills: SQL, Excel, Power BI, Client Issues, Jira for bug reports and tracking team activities, etc.
Any companies that anyone can suggest? Any other skills that I should pick up? Current base pay is 10 LPA. I feel a bit underpaid.
Want to stay in similar business analyst, product analyst roles.
Newco
More Posts
Conversation Starter
Heads or Tails?
Best flats for work?
Additional Posts in Jobs in Finance
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I would try to ALWAYS have questions for interviewers. Try to actively listen to what they ask you, tell you about their background and the role and incorporate things they have said/previous interviewers have mentioned.
Don't ask them about hesitations about you ever.
If you want them to envision you in the role you can say something along the lines of "Imagine this interview went well and I am hired onto the team. What can I do within the first 6 months to be impactful/effective in the role?"
Rising Star
That’s a good point. I like the idea of asking something forward-looking instead, it still gets them to picture you in the role but in a much more natural way. The “first 6 months” question is a really good one. Thank you for sharing!!
Ugh don’t ask about their hesitation about you. I’ve been asked this multiple times and it always makes me feel put on the spot.
Rising Star
Yeah, that’s fair. I can definitely see how that question could make things feel more tense than helpful, especially if it puts the interviewee on the spot. Probably one of those questions that sounds better in theory than it feels in the room.
Instead of asking if there’s any hesitation, you could reframe it as, “are there any skills/experience you’re looking for that I haven’t had a chance to discuss today?” This way, it’s not as negative of a question and you get a chance to talk about experience they’re looking for.
Rising Star
That IS a much better way to phrase it. It still gives a chance to fill in any gaps but feels a lot more natural and less awkward for the interviewee. Thank you for sharing!
Some good advice on here already, and I agree that I would prepare questions based on some research, but a great go-to is: why should I want to work here? or What do you like best about working at ABC Company? It gives them a chance to talk positively about the place, which in turn gives them a subtle liking to you... unless they hate working there!
How quickly they can answer will also give you insight into the company you are applying to.
Chief
Yeah, that’s a good one, especially because how quickly and genuinely they answer probably does tell you a lot. I’m just not totally sold on “why should I want to work here?” since I could see that landing a little awkwardly, like then why did you apply? “What do you like best about working here?” sounds a lot more natural.
The Psychology of the Flip
The best candidates don't act like supplicants; they act like consultants. You aren't just looking for a paycheck; you’re looking for a partnership. High-value questions prove you’re vetting them just as hard.
Step 1: The "Success Metric" Question
"If we are sitting here a year from now celebrating my first 12 months, what specific results will I have delivered to make you feel this was a 'home run' hire?" Why it works: It forces them to visualize you winning.
Step 2: The "Burnout" Detector
"How does the team handle high-pressure periods or missed deadlines?" Why it works: It moves past the "company culture" fluff and gets to the raw reality of how they treat humans under stress.
Step 3: The "Resourcing" Reality
"What is the biggest bottleneck currently preventing the team from hitting its quarterly goals?" Why it works: It shows you’re already thinking about clearing roadblocks.
Step 4: The "Pre-Mortem" Question
"What happened to the last person who held this role? Did they move up, or was there a specific challenge they couldn't overcome?" Why it works: It uncovers "ghosts" in the position before you sign.
Step 5: The "Shadow" Question
"What is the one thing about working here that isn't in the job description but is vital to success?" Why it works: Every company has a "shadow" culture (unwritten rules). This surfaces them.
Step 6: The "Direct Manager" Insight
(To your potential boss): "What is your biggest frustration with your department right now, and how can I fix it in my first 30 days?" Why it works: It signals immediate relief for the hiring manager.
Step 7: The "Competitor" Awareness
"I saw [Competitor X] recently launched [Feature Y]. How is this team pivoting its strategy to stay ahead?" Why it works: It proves you’ve done your homework and understand the market.
Step 8: The "Feedback" Loop
"How do you prefer to give and receive feedback? Is it real-time or saved for formal reviews?" Why it works: It shows high EQ and a desire for continuous improvement.
Step 9: Avoid the "Me" Questions (For Now)
Do not ask about snacks, gym memberships, or remote work stipends in the final interview. Save those for the HR call after the offer. Keep this conversation focused on Performance.
Step 10: The "Skeptical" Save
"Based on our conversation today, is there anything about my background that gives you pause or makes you think I wouldn't be a perfect fit?" Why it works: It’s bold. It allows you to address their hidden doubts on the spot.
Step 11: The "Vibe" Check
"What do the top 1% of performers at this company do differently than everyone else?" Why it works: It identifies the "secret sauce" of the company’s winners.
Step 12: The "Next Steps" Professionalism
"What is your timeline for the decision, and who is the best person for me to follow up with if I don't hear back by then?" Why it works: It shows you respect their time and yours.
The "Golden Close" Template
"I don't have any more questions about the role, but I'd love to leave you with this: Based on our talk about [X Problem], I'm already thinking about [Y Solution]. I’d love to bring that energy to the team."
The goal of asking questions isn't to get information you can find that on Google. The goal is to demonstrate how you think. Smart questions beat smart answers every time.
Pro
I always prep questions. Usually you can tell what issues they are hoping to solve by reading the job description. You can ask more in depth questions.
Rising Star
For example, I interviewed at a place that was looking to get better data related to costing. I asked if they had the data available or if part of the job was finding it or the people that had it. They explained that they had no idea where to look. This wasn’t a red flag by any means but it helped me to know that it was a role that would require a lot of initiative and ability to create my own processes. I actually liked that about the role.