As a long time interviewer, I’ve heard most of these, but never all together. I’d love to get all these questions, and my opinion of the candidate would go up if these were asked. The worst is when the candidate has no questions for me.
It would be easy to overshoot and then be perceived as this arrogant know-it-all. There are warts everywhere.
You should strike some balance between the impressing the employer and attempting to dig up the warts.
Sure, if the employer has accepted that they are in over their heads, it's a valid strategy to try to find all of the warts up front. Think about a home owner vs a specialized contractor who performs a brutally honest and (seemingly) credible analysis on the spot. How often does this scenario play out in the extremely vague world of software?
(In this subthread we're talking about consultant interaction with a potential employer, which is a bit different from a regular job interview, or from a scholarship interview)
> You should strike some balance between the impressing the employer and attempting to dig up the warts.
Very true. I feel like a few comments have said the same thing, but it's worth saying a few different ways.
I remember from "How To Win Friends and Influence People", the author describes how he simply asked someone a lot of questions at a party, and let them do all the talking. Later he heard that person thought he was an excellent "conversationalist", even though all he did is ask questions.
Don't be too adversarial in you questions. Simply asking some friendly questions that give the interviewer a chance to talk about their achievements and interests will cause them to like you more.
