Why Interviewing The Hiring Manager Is Just As Important

You’re not just interviewing for a job. You’re interviewing for your next boss, your next team, and the environment you’ll spend a significant part of your life in.

So why do so many job seekers spend the entire interview focused on proving they are the right candidate—but forget to determine whether the company and hiring manager are right for them?

Here’s the truth:

The interview is a two-way conversation.

Yes, the hiring manager needs to determine whether you have the skills, experience, and qualifications to do the job.

But you also need to determine whether they are the kind of leader you want to work for.

Your Next Boss Can Make or Break Your Experience

You can love the salary.

You can love the title.

You can love the benefits.

You can even love the company.

But if you have a manager who micromanages, communicates poorly, doesn't support development, or creates an unhealthy work environment, that dream job can quickly become a nightmare.

That’s why interviewing the hiring manager matters.

You aren't being difficult by asking questions.

You're doing your due diligence.

Stop Saving All Your Questions for the End

When the interviewer says:

“Do you have any questions for me?”

Don't panic.

And please don't say, “No, I think you've covered everything.”

This is one of the most important moments of the interview.

You now have an opportunity to learn what the job description didn't tell you.

For example:

1. “How would you describe your leadership style?”

This question can reveal a lot. Are they:

• Hands-off?
• Highly collaborative?
• Structured?
• Very involved?

Or do they expect employees to operate independently?

Listen carefully to how they describe their management approach—and then consider whether that style matches how you work best.

2. “How do you typically provide feedback?”

Everyone receives feedback differently.

Some managers have regular one-on-ones. Others provide feedback in real time. Some only address issues when something goes wrong.

Understanding how a manager communicates expectations and feedback can help you determine what working with them may actually look like.

3. “What does success look like in the first 90 days?”

This is a powerful question because it moves beyond the job description.

You're learning what the manager actually expects from the person they hire.

Pay attention to whether the expectations are specific and realistic—or vague and constantly changing.

4. “What are the biggest challenges facing the team right now?”

This question can give you a much more realistic picture of the position.

Every organization has challenges.

The goal isn't to find a company with zero problems.

The goal is to understand what you're walking into.

5. “Why is this position open?”

Don't be afraid to ask.

Is this a newly created position? Did someone get promoted? Did someone leave? Was the role open for months?

The answer can provide important context about the position and the team.

6. “What do you enjoy most about leading this team?”

This question can change the tone of the conversation.

It gives the hiring manager an opportunity to talk about their team, their leadership experience, and what motivates them.

Their answer may tell you something about what they value.

7. “What is one thing you wish your team understood about your management style?”

Now you're getting into the good stuff.

This question encourages the hiring manager to move beyond the polished interview answer and explain how they actually operate.

Listen for self-awareness.

8. “How do you handle disagreements with members of your team?”

Because disagreements happen.

The question isn't whether conflict exists.

It's how leadership handles it.

• Do they encourage conversation?
• Do they shut down disagreement?
• Do they seek different perspectives?
• Do they describe employees who challenge ideas as difficult?

Their response can tell you a lot.

And Don't Forget to Watch, Not Just Listen

The hiring manager isn't only answering your questions. They're also demonstrating their leadership style during the interview.

Pay attention to things like:

• Do they allow you to finish your answers?
• Are they genuinely listening?
• Do they ask follow-up questions?
• Do they respect your time?
• Do they explain the role clearly?
• Do they seem prepared for the interview?
• Do they speak respectfully about current or former employees?
• Do they answer reasonable questions directly?
• Do they seem interested in developing their employees?

One interview won't reveal everything.

But it can reveal clues.

The Biggest Mistake Job Seekers Make

They become so focused on getting the offer that they forget to evaluate the offer.

Getting a job isn't the only goal.

Getting into the right environment matters too.

You don't want to spend the first 90 days of a new job discovering that the manager's leadership style is completely incompatible with what you need to succeed.

And remember:

The interview isn't an interrogation.

It's a conversation between two parties trying to determine whether there is a mutual fit.

Before You Accept the Offer, Ask Yourself:

After the interview, don't just ask:

“Did they like me?”

Ask:

“Did I like how they led?”

Ask yourself:

• Could I see myself working for this person?
• Did I feel respected?
• Did they communicate clearly?
• Did their expectations make sense?
• Did their leadership style align with how I work?
• Did I feel comfortable asking questions?
• Did they give me enough information to make an informed decision?

Because here's the part many job seekers don't hear enough:

You are interviewing them too.

Your skills are being evaluated.

Their leadership is being evaluated.

Your experience is being evaluated.

Their workplace is being evaluated.

And that's exactly how the interview process should work.

Final Thought

Don't walk into your next interview thinking:

“I hope they choose me.”

Walk in thinking:

“Let's determine whether we're a good fit for each other.”

Because the goal isn't simply to get hired.

The goal is to find an opportunity where you can succeed, grow, contribute, and actually enjoy the person you're working for.

And sometimes, the most important question isn't:

“Why should you hire me?”

It's:

“What will it be like to work for you?”

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Looking for your next opportunity?

M’Ellange Talent helps connect top talent with top employers. Whether you're actively searching or simply preparing for your next career move, understanding how to navigate the interview process can make all the difference.