Asynchronous Video Interview Questions: 30 Examples

Three to five questions covers most screening needs. Each question should have its own short time limit — sixty to ninety seconds is typical — and candidates should see the full list of questions before they start recording, so they can think about pacing rather than being surprised one at a time. Avoid stacking multiple sub-questions into a single prompt; one clear question gets a cleaner answer than three questions disguised as one.

• Tell us about a time you had to adjust your approach partway through a project. What changed, and why?
• Describe a piece of feedback that changed how you work. How did you apply it?
• Walk us through a decision you made that you'd make differently with hindsight.
• What does a good day at work look like for you, and what does a frustrating one look like?
• Tell us about a time you disagreed with a plan you were asked to follow. What did you do?
• What questions do you usually ask when starting a new role, and why those?
• Describe a project you're proud of and the part you specifically contributed.
• How do you prioritise when everything on your list feels urgent?

• Walk us through how you'd approach a problem you've never seen before in this field.
• Describe a technical decision you made and the trade-off you weighed to get there.
• Tell us about a time something you built or worked on broke in production or in use. What happened next?
• How do you decide when something is "good enough" to ship versus needing more work?
• Describe how you stay current in a field that changes as quickly as this one.
• Walk us through how you'd explain a technical concept from this role to someone outside the field.
• Tell us about a time you had to work within a constraint you didn't choose (budget, tooling, deadline).

• Describe a time you had to deliver news a customer or client didn't want to hear. How did you handle it?
• Tell us about a time you turned around a frustrated customer or stakeholder.
• How do you judge whether you've actually solved someone's problem, versus just answered their question?
• Describe a time you had to say no to a request. How did you frame it?
• Walk us through how you handle a situation where you don't know the answer someone is asking for.
• Tell us about a time you had to balance a customer's request against company policy.

• Describe a time you had to give feedback that was hard to deliver. How did you approach it?
• Tell us about a decision you made that was unpopular with your team. How did you handle the reaction?
• How do you decide when to step in on a problem versus letting someone work through it themselves?
• Describe how you've adapted your management style for two different people on the same team.
• Tell us about a time you had to deliver a target you didn't think was realistic. What did you do?
• How do you know when someone on your team is struggling before it becomes a bigger problem?
• Describe a time you changed your mind about someone's performance, in either direction.

Pick questions that match both the role family and the seniority of the position — a leadership question aimed at an individual contributor role will produce a thin, speculative answer. For most screens, one general/behavioural question plus two or three from the relevant role family covers enough ground without over-asking. See Candidate Video Introductions for how to pair these questions with an opening introduction, and Using Video to Shorten Early Screening for how to structure the review once responses start coming in.

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