Smart Questions to Ask at the End of a Music Industry Interview

Why your questions matter

The end of an interview is your chance to learn whether the job is right for you and to leave a strong last impression. Candidates who ask nothing can look uninterested, and candidates who ask only about holidays and pay can look unprepared. A few thoughtful questions show that you have researched the company and that you are thinking about doing the job well. The interview is also a two-way assessment. You are deciding whether you want to spend most of your week with these people and on this work.

The answers you receive, and the way they are given, tell you a lot. Prepare more questions than you need, because some will be answered during the conversation, and choose the best three or four. Aim to ask questions that are open, specific and related to what you have just heard. A question that builds on the interviewer's own words shows that you listened and makes the conversation feel natural rather than scripted.

Questions about the role

Good questions include: what would a successful first six months look like; which projects would I start with; what are the biggest challenges the team faces right now; how is the work divided between this role and others; and why is the position open. The last one is useful, as it tells you whether the job is new, a replacement or a promotion. Listen for specifics. A clear answer with named projects and goals suggests a well-organised team.

Vague answers, or descriptions that change from one interviewer to the next, may mean the role is not fully defined. You can follow up gently with: how will my performance be measured, and who will I report to day to day? You can also ask about tools and budget: what systems the team uses, how much freedom there is over spending and who signs off decisions. These questions tell you how much real responsibility the role carries.

Questions about the team and culture

Ask how the team works day to day, how feedback is given and how decisions are made. For example: how do you handle disagreements about creative direction; how often does the team meet; what do you enjoy most about working here. In hybrid companies, ask how often people meet in the office and how the team handles different time zones or languages.

In live and festival jobs, ask about busy periods, how overtime or late finishes are handled and how workloads are balanced in the weeks before an event. In label and publishing roles, ask how the team works with artists, A&R and other departments. Asking the interviewer about their own experience at the company often gives the most honest answers. One more helpful question is how the team celebrates wins and handles setbacks. The answer reveals more about culture than any values page on a website.

Questions about growth and development

Ask how people in the team have developed, what training or learning budget is offered and how performance is reviewed. Useful versions are: what have previous people in this role gone on to do; how often are objectives reviewed; are there chances to work on projects outside the core role. In an industry where many careers move sideways, it is useful to know whether the employer supports moves between teams.

If you are early in your career, ask about mentoring and how new colleagues are onboarded. If you are more senior, ask how the company supports decision-making autonomy and what the plans are for the team over the next year or two. If the role is in a growing area, ask how the company plans to resource it. Honest answers about hiring plans help you understand the stability of the team.

Questions about the business and direction

Show that you are thinking about the company, not only the job. You might ask what the main priorities are for the coming year, how a recent change in the market has affected the team or how the company thinks about new technology. Base the question on something you have read, which shows preparation, and keep it open. Avoid questions that are answered on the website, and avoid anything that sounds like criticism of the company.

If you have a concern about stability, for example because of a recent restructure, you can ask neutrally how the team has changed and what the plans are. The tone and openness of the answer will help you decide. Do not worry if an interviewer cannot answer everything. A good employer will happily introduce you to someone who can, and that is a useful way to meet more of the team before you decide.

The process and what to avoid

Finish by asking what the next steps are and when you can expect to hear. This shows interest and helps you plan. If you have more interviews coming up, ask who you will meet and whether there is anything you should prepare. Send a short thank-you message the same day, mentioning one specific point from the conversation. Avoid raising pay and benefits in a first interview unless the interviewer does, as there is a better moment for that, which our negotiation guide covers.

Also avoid questions about leave and working hours as your first question. If it matters to you, ask in a neutral way, for example how the team manages flexible working, and wait for the right moment. If you cannot send a note the same day, aim for the next morning. Keep it to a few lines and avoid repeating your whole CV.

Questions for different interviewers

Adapt your questions to who is in front of you. With a recruiter, ask about the process, the timeline, the structure of the team and the working arrangements. With the hiring manager, ask about priorities, expectations and management style. With a future colleague, ask what a typical week looks like, what they would change and what surprised them when they joined. With a senior leader, ask about the strategy and the market.

Whoever you meet, write down the answers afterwards and compare them. If the same story is told by different people, that is reassuring. If they differ widely, ask a follow-up in the next conversation or when you receive an offer. If you only have time for one question with each person, pick the one that only they can answer best. Listening carefully to what each person says about the team will also help you tailor your closing remarks.

More guides

• How to Get a Job in the Music Industry in Europe
• Music Industry Careers by Field
• How to Start in Entry-Level Music Jobs