The questions tech engineers should be asking before accepting a job

If you’ve ever accepted a role that looked great on paper but felt wrong a few months in, you’re not alone.

Most tech engineers spend a lot of time preparing to answer interview questions and not enough time thinking about the questions they should be asking back. The reality is, interviews work both ways. And the right questions can tell you far more than a job description ever will.

Here are the key areas worth digging into before you say yes to a new role.

1. “What problems does this role need to solve in the first 6–12 months?”

This question cuts through vague responsibilities and shiny tech stacks.

A strong answer sounds specific:

• Clear deliverables
• Known challenges
• Realistic expectations

A weak answer often sounds like:

• “We’re still figuring that out”
• “It depends”
• “Just getting up to speed”

Why it matters: If the company can’t clearly articulate why they’re hiring, there’s a risk the role lacks direction — or worse, the problems are bigger than advertised.

2. “What does the current tech stack actually look like?”

Most tech engineering teams don’t work on greenfield projects, and that’s fine. But you deserve honesty.

Follow-up questions to ask:

• How much is legacy vs new development?
• How often do you refactor?
• Who decides when technical debt gets addressed?

Why it matters: You’re not avoiding legacy systems — you’re avoiding surprises. There’s a big difference between maintaining well-structured existing code and firefighting outdated systems with no plan to improve them.

3. “How are technical decisions made here?”

This tells you a lot about autonomy and trust.

Listen for:

• Engineers having a voice in design decisions
• Collaboration rather than top-down mandates
• Clear ownership

Be cautious if:

• All decisions sit with one person
• There’s no clear process
• Answers feel defensive or vague

Why it matters: Decision-making culture will shape your day-to-day experience more than most people realise.

4. “What does progression look like for engineers?”

This isn’t just about promotions.

Good follow-ups include:

• How do engineers grow without becoming managers?
• What does ‘senior’ actually mean here?
• How are performance and progression measured?

Why it matters: If progression isn’t clearly defined, development often happens by accident, or not at all.

5. “How do you support learning and development?”

This question reveals how invested the company is in its engineers long-term.

Look for:

• Time allocated for learning
• Budget for courses, conferences, or certifications
• Mentorship or knowledge sharing

Why it matters: Tech doesn’t stand still. If your skills aren’t growing, you’re falling behind.

6. “Why did the last person leave this role?”

It’s an uncomfortable question, but a revealing one.

Good answers are honest and balanced. Red flags include avoidance, blame, or vague responses.

Why it matters: Patterns repeat. Understanding why someone left helps you decide whether you’d thrive in the same environment.

How IntaPeople can help

Having these conversations isn’t always easy — especially when you’re deep into interviews or weighing up an offer.

At IntaPeople, we work closely with engineering teams across South Wales and the UK, which means we can often provide context you won’t get from a job advert or interview alone.

We help candidates by:

• Being upfront about tech stacks, team structure, and legacy systems
• Sharing honest feedback from hiring managers and engineering leads
• Helping you sense-check offers, progression, and expectations
• Flagging potential red flags early, so there are no surprises later

Our role isn’t to push you into a move — it’s to help you make a well-informed one. Sometimes that means encouraging you to ask better questions. Other times, it means advising you to stay where you are.

Either way, you should feel confident about the decision you’re making.

A job offer shouldn’t feel like a gamble.

Asking the right questions isn’t being difficult — it’s being professional. And the right employer, (and the right recruiter) will welcome them.

If you want to talk through a role, an offer, or even just sense-check your next move, IntaPeople is here to help.