Quick answer
The strongest questions to ask in a Seattle tech interview are specific to the team and role, not generic — asking how a team currently uses AI or cloud infrastructure in its actual work, what a typical first 90 days looks like, or how success is measured signals real preparation far more than a generic "what is the culture like?" Save direct compensation questions for a recruiter conversation rather than the technical or hiring-manager interview itself.
Seattle interviewers, particularly at Amazon and Microsoft, notice the specificity of your questions as much as the content of your answers — vague or absent questions read as a lack of genuine preparation, even after a strong technical performance.
Strong, specific questions by employer type
| Employer type | Strong question | Why it works |
|---|---|---|
| Amazon | "How does this team apply [a specific Leadership Principle] in day-to-day decisions?" | Shows real homework beyond memorizing the list |
| Microsoft | "What does success look like for this role in the first 90 days?" | Signals you are thinking concretely about contributing, not just getting hired |
| Seattle startups | "What is the team’s biggest current technical challenge?" | Shows genuine interest in the actual problem, not just the job title |
General questions that work well anywhere
- "What does a typical first 90 days look like for someone in this role?"
- "How is success measured for this position, beyond the job description?"
- "What is the team currently working on that you are most excited about?"
- "What would make someone unsuccessful in this role?" — a slightly unusual question that often produces genuinely useful, honest answers.
What to avoid asking
- 1Questions easily answered by the company website or job posting — this signals you have not done basic homework.
- 2Direct compensation and benefits questions in a technical or hiring-manager round — save these for a recruiter conversation.
- 3Overly broad questions ("what is the culture like?") that invite a generic, rehearsed answer.
Your questions are the last data point an interviewer gets about how seriously you have prepared — make them count.
Where MITS Edge fits
MITS Edge’s mock interviews, included in every Seattle track, cover both sides of this — strong answers to expected questions and strong questions to ask back, tuned to the employer landscape you are targeting.
Practice both sides of the interview.
Read the interview prep guideFrequently asked questions
Is it bad to have no questions at the end of an interview?+
Yes — Seattle interviewers, like most, read "no questions" as a lack of genuine interest or preparation, regardless of how strong your earlier answers were. Always prepare at least two or three specific questions in advance.
Should I ask about salary or benefits in the interview itself?+
Generally save direct compensation questions for a recruiter conversation or a later stage, and use the technical/hiring-manager interview to ask about the role, team, and work itself — this is standard practice, not Seattle-specific.
What is a strong question to ask at Amazon specifically?+
Asking how the team currently applies a specific Leadership Principle in day-to-day decisions shows you have done real homework on Amazon’s culture, beyond just memorizing the list for your own answers.
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