Ask outcome-focused questions in job interviews instead of administrative ones. Try: "What are the first three things you'd like me to do?" "What would get me promoted or fired?" and "What does success look like for this role?" These signal you're thinking like a buyer, not just filling a seat.
If you're in an interview and you're trying to figure out what questions to ask to impress that person, the best things that you can ask— buyer questions in a sale when you're selling to somebody, which are questions that are more involved. You're not looking for reasons why not to do something, but you're looking for reasons that once you do something, what's it going to look like? What employers really like are questions that might be something in the sense of, hey, you know, if I were to come on, what are the first 3 things you would like me to do? If you were to hire me, what is a make it and what's a break it for you? What's something that if I did, you would fire me? Something that if I did, you would promote me? Basically saying like, once you hire me, if I did these things or if this happened, how would this play out? Or what would you like me to do? And so it almost is like painting the picture of what it would look like to work together rather than asking them questions that are, hey, I'm not sure if I want to do this yet or not. Like, you know, what's your PTO policy? What's it like? You can find out those things later. But what's really important is like, what's the partnership going to look like? And what do you want my role to look like in the company?
