Informational interview questions that help you make a decision

Decide what this conversation is for

An informational interview is a short conversation with someone who knows a role, company or field you are considering. It is not a disguised job interview. You might leave with a better target, a skill gap to address, or a reason not to pursue that kind of work.

MIT's career-advising guide describes informational interviews as a way to seek advice, information and further connections. The agenda below is our suggested way to make that useful when time is short.

Write one decision at the top of your notes: 'Do I want to move from audit into financial planning?' is more useful than 'Learn about finance.' Then research the person's public background and the employer's work. Save the conversation for questions a website cannot answer.

Ask for a specific conversation

Offer an email exchange if a call is inconvenient. Do not attach a calendar booking link as though the person has already agreed. Once they accept, confirm the time zone, meeting link and end time.

A practical 20-minute agenda

If they describe a difficult project, ask what made it difficult. That answer may be more revealing than the next question on your list.

Questions to choose from

• What occupied most of your time last week, and how typical was that?
• Which decisions can you make yourself, and which require agreement from other teams?
• What looks straightforward in a job description but is difficult in practice?
• Can you describe a recent tradeoff your team had to make, without sharing anything confidential?
• What would a good first three months look like for someone entering this role?
• Which part of my background would be useful here, and which part would you want more evidence for?
• Is this role a sensible entry point from my current work, or would an adjacent role be more realistic?
• What kind of project would help me test whether I enjoy the work?
• When your team hires, what separates someone who knows the terminology from someone who can do the job?
• How does this job differ at a smaller or larger organization?
• Is there a resource or professional group you would recommend for the gap we discussed?
• Have I misunderstood anything important about the role?

Pick three, not twelve. Avoid asking for private salary details, information about other applicants or an opinion on confidential company plans. If compensation affects your decision, discuss publicly listed ranges and the factors that change scope or seniority.

Separate an example from a rule

One person's experience is a useful lead, not a representative survey. A finance manager at a small manufacturer may own planning, reporting and systems; the same title at a large company may cover only one of those tasks. Record the employer size, team and seniority alongside the advice.

Before spending money on a credential or abandoning a direction, compare the advice with current job descriptions and another practitioner. Conflicting answers can reveal differences between employers rather than a mistaken contact.

Send a thank-you that closes the loop

Send any resource you promised. Ask permission before naming the person in an application or forwarding their comments. If the conversation eventually leads to a referral, make that a separate, explicit request; agreeing to talk did not mean agreeing to endorse you.