Nailing your Interview – Part 2: 10 questions to ask in your interview

I’ve previously shared my interview preparation tips, which leads us here to Part 2: the strategic questions you should ask in your animal health leadership interview.

I’m sure each and every one of you—regardless of how many years you’ve spent in the veterinary, livestock, or companion animal industries—has been in an interview where the hiring manager has turned the tables, asking if you have any questions. Even though you knew this was coming and you may have even prepared a question or two for this exact situation, you froze. Your brain stopped, your face twisted into an expression best described as deer in headlights, and you may have muttered something vague about the future direction of the company. If you were lucky.

Here’s the thing: at the executive level in Australia’s animal health industry, the questions you ask are just as important as the answers you give. They reveal your strategic thinking, your leadership priorities, and whether you’re truly the right fit for the role.

Why Your Questions Matter in Senior Animal Health Roles

On the surface, asking for questions seems like a good opportunity for candidates to clarify any concerns they may have about the role. That being said, we all know that the type and quality of questions you ask make up a significant part of your assessment, particularly for leadership positions.

For senior roles in animal health, hiring managers are evaluating whether you think like an executive. Do you understand the commercial realities of the business? Are you concerned about the right things? Can you ask probing questions that get to the heart of strategic challenges? Your questions signal all of this.

So, with that in mind, let’s go through strategic questions you should consider asking that will not only help you gather critical information but also position you as the calibre of leader they’re looking for.

The Essential Questions to Ask

1. Why is this position open?

This seemingly simple question can reveal volumes about the role and organisation. Listen carefully to whether this is:

• A newly created position reflecting company growth or strategic expansion
• A replacement for someone who was promoted (positive signal about career progression)
• A replacement due to performance issues or cultural misfit (potential red flag)
• Part of a restructure or organisational change

For senior animal health positions, understanding the context helps you gauge what success looks like. If you’re replacing someone who struggled, you’ll need to understand why they struggled and whether those challenges are systemic or situational. If it’s a new role, you’ll want to understand the mandate clearly and whether you’ll have the resources and authority to succeed.

For executive roles, consider following up with: “What lessons has the organisation learned from the previous person in this role?” or “If this is a new position, what outcomes would justify the investment in creating this leadership role?”

2. What key skills and experience are you looking for in the ideal candidate for this role?

This question helps you understand their true priorities versus what was listed in the position description. Often, there’s a gap between what’s written and what they actually need most urgently.

Listen for whether they emphasise:

• Technical expertise (regulatory affairs experience with APVMA, quality assurance capabilities)
• Commercial acumen (driving revenue growth, market share expansion across Australia and New Zealand)
• Relationship capital (existing veterinary networks, industry connections)
• Leadership and change management capabilities
• Strategic thinking and business development skills

Their answer gives you the opportunity to address any concerns directly and highlight experiences that align with their top priorities. For instance, if they emphasise the importance of veterinary relationships in the Australian market and you’ve built a strong network over 15 years in the industry, now’s your moment to reinforce that strength.

For senior positions, you might ask: “Beyond the technical requirements, what soft skills or leadership qualities would make someone exceptional in this role?”

3. What would you like done differently by the person who fills this position?

This is one of the most revealing questions you can ask in an animal health leadership interview. It tells you what hasn’t been working and what changes the organisation is hoping for. This question demonstrates that you’re not just thinking about maintaining the status quo—you’re ready to drive improvement and innovation.

Listen for:

• Whether they want more strategic thinking versus tactical execution
• If they’re looking for stronger collaboration across departments
• Whether they need someone more commercially aggressive or technically rigorous
• If they want better stakeholder management (with veterinarians, distributors, internal teams)
• Whether previous approaches to the Australian market weren’t delivering results

If they describe wanting “more strategic focus on emerging segments like pet insurance partnerships” or “stronger relationships with corporate veterinary groups,” you can immediately speak to relevant experience and demonstrate that you understand their needs.

For executive roles, follow up with: “What barriers or constraints might prevent those changes from happening, and how would you support me in overcoming them?”

4. What are some objectives you’d like to see accomplished in the first six to twelve months?

This question is particularly important for senior animal health positions because it clarifies expectations and reveals whether they’re realistic about what’s achievable. It also helps you understand whether the role is more about stabilising operations, driving growth, implementing change, or building something new.

For leadership roles, listen for:

• Specific, measurable goals 
• Relationship-building expectations
• Team development priorities
• Strategic initiatives 

If their expectations seem unrealistic given market conditions or the resources described, this is important information. It might signal that they don’t fully understand the market realities or that you’ll need to manage expectations carefully if you accept the role.

For senior roles, consider asking: “What would prevent us from achieving these objectives, and what support structures are in place to help overcome those challenges?”

5. What are some of the more difficult challenges one would face in this role?

Every animal health leadership position comes with challenges—the question is whether they’re the kind of challenges you’re equipped and excited to tackle. This question shows you’re realistic and prepared to deal with complexity rather than expecting smooth sailing.

The interviewer’s candour in answering this question tells you a lot about the company culture. If they’re evasive or suggest there aren’t significant challenges, that’s often a red flag. Every animal health organisation faces obstacles—you want to work somewhere that’s honest about them.

For executive positions, you might ask: “Of those challenges, which do you see as the most critical for the new leader to address first, and why?”

6. What level of support will I receive—financial, management, and developmental?

Understanding your resources and support structure is critical to success. This question demonstrates that you think practically about what’s required to deliver results.

Explore:

• Financial resources: What’s the budget for your division? How much autonomy will you have? What’s the approval process for investments in new products, marketing, or team building?
• Management support: Who will you report to and what’s their leadership style? How often will you meet? Will you have direct access to the CEO or board for strategic discussions?
• Professional development: Does the company invest in leadership development for executives? Are there opportunities to attend major industry conferences?
• Team resources: Will you inherit a strong team or need to build one? What’s the recruitment budget?

For senior positions, follow with: “What does success look like, and how will my performance be measured? What resources have been allocated to help me achieve those objectives?”

7. What advancement opportunities are available, and what is the expected timeframe?

This question signals that you’re ambitious and thinking long-term about your career in the animal health industry. Even at the executive level, professionals want to understand their trajectory—whether that’s expanding responsibilities, moving into a regional leadership role across ANZ, or eventually stepping into a Managing Director or CEO position.

Listen for:

• Whether the company promotes from within or tends to hire externally for senior roles
• What career paths previous leaders have taken
• How the organisation thinks about succession planning

For senior professionals in Australia’s relatively small animal health market, it’s also worth understanding whether there might be opportunities across the broader Asia-Pacific region if you’re open to that progression.

If they seem uncomfortable with this question or suggest there’s limited room for growth, that’s important data. You may be stepping into a terminal role, which could be fine if the opportunity itself is compelling—but it’s better to know that going in.

8. What significant changes do you foresee for the future of the company?

This question demonstrates strategic thinking and a genuine interest in the organisation’s direction. It’s particularly relevant in the animal health sector, which is experiencing considerable transformation through consolidation, technological disruption, and changing veterinary practice models.

Listen for their thoughts on:

• Plans for organic growth or acquisitions
• Strategic shifts 
• Digital transformation initiatives
• Changes in go-to-market strategy or distribution models
• Geographic expansion plans within Australia, into New Zealand, or broader Asia-Pacific
• Sustainability or animal welfare initiatives

The quality and thoughtfulness of their answer tells you whether leadership has a clear vision for the future or is primarily focused on defending current positions. For senior roles, you want to join an organisation that’s looking forward, not just managing decline or fighting to maintain status quo.

For executive roles, probe deeper: “How is the organisation preparing for those changes? What role would this position play in that transformation?”

9. What does success look like for this role and for the company overall?

Understanding how success is defined—both for your specific position and for the broader organisation—is critical for animal health leadership roles. This question helps you evaluate whether their expectations align with your capabilities and whether you’ll be set up to succeed.

For your role specifically, listen for:

• Quantifiable metrics (revenue targets, market share goals, product launches)
• Qualitative expectations (strengthening veterinary relationships, improving team engagement)
• Timeframes (quick wins expected versus longer-term transformation)
• How success will be measured and who determines it

For the company overall, understanding their definition of success reveals their priorities and values. Are they focused on:

• Profitable growth and shareholder returns
• Market leadership in specific segments
• Innovation and new product development
• Building a great culture and employer brand in the Australian animal health sector
• Contributing to animal welfare and sustainability outcomes

If there’s a mismatch between what they define as success and what motivates you, that’s a red flag worth taking seriously.

10. What made you join this company, and what has led you to stay?

This is often one of the most powerful questions you can ask in a job interview because it invites a personal, honest response that goes beyond rehearsed talking points. It shows you care about culture and the employee experience, not just the role specifics.

Listen for:

• Genuine passion in their response (or lack thereof)
• Specific examples of what they value about the organisation
• Whether they focus on the work itself, the people, the mission, or the opportunities
• How long they’ve been there and whether they’ve considered leaving
• Whether their reasons for staying align with what you’re looking for

If they struggle to answer authentically or default to corporate platitudes, that might signal they’re not particularly engaged or that the culture isn’t as strong as portrayed. Conversely, if they light up talking about the collaborative team environment, that’s a strong positive indicator.

This question often leads to the most candid conversation in the interview, which gives you valuable insight into what it’s really like to work there.

How to Use These Questions Effectively

Don’t Ask All Ten: It’s unlikely you’ll have time to ask all ten questions in a single interview, particularly if you’re meeting with multiple people in one day. Choose the four to six questions that best suit your priorities and the specific role. Quality over quantity always wins.

Listen Actively to Their Answers: The real value isn’t in asking the questions—it’s in truly listening to the responses and demonstrating that you’re processing what they’re saying. Make notes, follow up with clarifying questions, and reference their answers later in the conversation to show engagement.

Make Sure Their Responses Align with Your Career Goals: These questions aren’t just about impressing the interviewer; they’re about gathering the information you need to make a smart career decision. If their answers raise concerns about resources, support, or cultural fit, take those seriously. The worst outcome isn’t failing to get the job—it’s accepting a role that’s wrong for you.

Ask About What Matters Most to You: If work-life balance is critical given you’re at a stage where you’re raising a family or caring for aging parents, ask about expectations around travel, after-hours work, and flexibility. If professional development is a priority, probe deeper on training investments and industry involvement. Your questions should reflect your authentic priorities, not just what you think they want to hear.

The Message You’re Sending

The information you’re gathering with each of these questions is valuable and practical. However, the message you’re conveying to potential employers is equally powerful, regardless of which combination of these questions you choose to use.

You’re demonstrating that:

• You’ve done your homework and are taking this opportunity seriously
• You think strategically about business challenges and success factors
• You’re evaluating them as much as they’re evaluating you (which signals confidence)
• You’re committed to long-term success, not just landing any job
• You understand the complexities of the animal health industry
• You’re a leader who asks the right questions before making important decisions

In a competitive market, these signals differentiate you from candidates who simply answer questions and hope for the best.

Remember, a great interview is a conversation between peers, not an interrogation. These questions help facilitate that peer-to-peer dialogue and position you as the strategic leader you are.

If you have questions about interviewing for senior roles in the veterinary, companion animal, livestock, or aquaculture sectors in Australia, I’m always happy to chat. After placing countless executives in animal health leadership positions across the ANZ region, I’ve seen what works—and what doesn’t—in this unique and rewarding industry.