Former Google recruiter says one interview question can make candidates stand out

A former recruiter at Google, Uber and The New York Times says job candidates can separate themselves by asking what problem a company is trying to fix with a new hire. For workers competing in a crowded job market, the advice is a reminder that interviews are not only about proving experience, but showing how you think.

Farah Sharghi, an HR and technical recruiter and career coach, wrote for CNBC that by the time an interviewer asks, “What questions do you have for me?” they often already have a view on a candidate’s technical fit. That final portion of the conversation, she said, gives candidates a chance to show whether they understand the business need behind the role.

Sharghi said many applicants use that moment to ask broad questions about culture, career growth or daily responsibilities. Those topics can matter, but she argued that stronger candidates focus on the issue that caused the company to open the position in the first place.

Her main advice: ask some version of “What’s broken?” The wording should come with curiosity and humility, she said, rather than sounding like a challenge to the interviewer.

Why the question works

Sharghi said companies create roles because someone needs a problem solved, not because they are casually adding headcount. In hiring terms, that “problem” might be a workflow gap, an overloaded team, a missed target or a project that needs clearer ownership.

Asking about that gap can change the tone of the conversation, according to Sharghi. Instead of presenting yourself as one more applicant, you start discussing how you would help with the actual work.

She said the answer can also give candidates information they cannot get from a job listing. Once the interviewer explains the real reason the role exists, a candidate can connect their past experience directly to that need.

Four ways to ask it

• “What’s actually broken right now that you want this person to fix?” Sharghi said this question signals that a candidate is interested in the hardest part of the job, not just the title. She suggested introducing it with a line about wanting to focus energy in the right place.

• “A year from now, what will make you say that this hire worked out?” This shifts the conversation toward measurable success. Sharghi said candidates should listen closely, then summarize the interviewer’s answer and explain where they have delivered similar results before.

• “Who is the person on your team you wish you could clone?” Sharghi said this helps candidates understand what strong performance looks like on that specific team. The answer may also help them prepare for later interview rounds by clarifying which behaviors or results the company values.

• “What’s the part of this job people underestimate?” According to Sharghi, this can prompt a candid discussion about the pressures or hidden challenges tied to the role. It also gives candidates room to explain how they would reduce that stress.

Sharghi’s broader point is that the strongest candidates treat the interview less like a performance and more like the beginning of the job. They use the conversation to learn what needs fixing, how success will be judged and whether their experience fits the company’s real need.

Sharghi has worked in talent acquisition for companies including Google, Lyft, Uber, TikTok and The New York Times, according to her CNBC bio. She also posts career advice on job searches, interview preparation and salary negotiation.

This story draws on original reporting from CNBC.