Informational Interview Scripts and Questions That Actually Work

What an Informational Interview Actually Is

An informational interview is a short, low-pressure conversation with someone who works in a role, company, or industry you want to understand better. You are not asking for a job. You are asking for context.

Done well, it opens doors. The person you talk to learns your background, understands what you're looking for, and often becomes either a referrer or a connector to someone who is hiring. Most job seekers underuse this tool because they misunderstand how it works.

The goal of an informational interview is not to ask for a job. The goal is to build a relationship with someone who will think of you when a role opens. That shift in framing changes everything.

Who to Request an Informational Interview With

Not everyone is a good target. A cold informational interview request works best when the person has some reason to say yes. Strong targets include:

People who recently switched into a role you want. They remember what the transition was like and often enjoy sharing what they learned.

People in companies on your target list. They can tell you how the company really works and whether it's a fit.

Alumni from your school, former company, or bootcamp. Shared background dramatically increases response rates.

People who posted on LinkedIn about a topic you're interested in. They're already putting themselves out there and likely to engage.

Second-degree connections through a mutual contact. A warm introduction from a mutual connection pushes response rates up significantly.

Avoid: executives at large companies (too busy, wrong level of detail), people you just connected with an hour ago, and anyone in the middle of a major project or life event.

The Outreach Message That Gets a Yes

The ask itself determines whether you get the conversation. Too long and it gets skimmed. Too vague and it gets ignored. Too needy and it gets declined.

Here's a template:

"Hi [Name], I'm exploring a move into [specific role or industry] and I've been following your work at [Company]. Your path from [past role] to [current role] is exactly the kind of transition I'm trying to understand. Would you be open to a 20-minute call in the next few weeks? No pitch, no ask beyond your perspective. I'd value whatever you could share."

Why this works: it's specific (you did research), it sets a clear time limit (20 minutes), it says "no pitch" (removes pressure), and it flatters without being excessive.

For more on crafting the initial outreach message itself, read our guide on cold messaging.

The 20-Minute Structure That Gets Results

Most informational interviews are wasted because the job seeker shows up with no plan. They ramble about their background, ask generic questions, and leave without clear next steps.

Here's a structure that respects the other person's time and creates value:

Minutes 0-2: Thank them and frame the conversation. "Thanks so much for the time. I'll keep this to 20 minutes. I wanted to learn about your path to [role], how your team works, and what advice you'd give someone trying to move in this direction. Sound good?"

Minutes 2-4: Give a 60-second version of your background. Don't read your resume. Tell them the one-sentence version: who you are, what you do, and what you're trying to do next.

Minutes 4-16: Ask your five best questions. (More on these in a moment.)

Minutes 16-19: Ask for the connection. "Is there anyone else you'd recommend I talk to who could help me understand this space better?"

Minute 19-20: Thank them and confirm follow-up. "Really appreciate this. I'll send a short recap and a thank you, and I'll keep you posted on where I land."

Five Questions That Produce Real Intel

Generic questions produce generic answers. Specific questions produce intel you can use. Here are five that consistently work.

1. "What does a typical week look like for you?"

This gives you a realistic picture of the role, not the job description version. You'll learn what the person actually spends time on, what energizes them, and what frustrates them.

2. "What separates someone who's great at this role from someone who's just okay?"

This surfaces the unwritten skills and habits that matter. It often reveals what hiring managers actually screen for, even if it's not in the job description.

3. "If you were me, trying to make this transition right now, where would you spend your time?"

This converts their experience into practical advice for your situation. Better than "do you have any advice?" because it forces specificity.

4. "How did you know [this company / this role] was the right fit?"

This tells you how they evaluated the move, which helps you evaluate your own. It also gives you language you can use in interviews when asked why you're interested.

5. "Who else should I talk to to really understand this space?"

This is the single most valuable question in the entire conversation. It builds your network. Always ask it. Always follow up on the names they give you.

What Not to Ask

"Do you know of any open roles?" This turns the conversation into a transactional ask. Wait for them to offer, or ask only at the end if the door is open.

"Can I send you my resume?" You can mention it if they ask how they can help, but don't lead with it.

"What's the salary range?" Wrong context. Save it for an actual recruiter conversation.

"How do I get a job at your company?" Too direct, too early.

"Can you introduce me to your hiring manager?" That's the kind of ask that happens after you've built the relationship, not in the first call.

The Follow-Up That Turns a Call Into a Referral

Most people disappear after an informational interview. Don't.

Within 24 hours, send a short thank you message that includes: one specific thing you learned, one thing you'll do based on their advice, and an offer to return the favor somehow. Two to three sentences.

Example:

"Thanks again for the time today. The framing around [specific thing they said] was exactly what I needed to hear. I'm going to [specific action] this week based on it. If I can ever return the favor, or introduce you to anyone in my network, just say the word."

Then, every month or two, send a short update. "Quick update: I just started interviewing at [Company], partly because you mentioned them. Wanted to keep you in the loop." These micro-updates keep you top of mind, which is how referrals happen.

For a deeper look at networking follow-up timing and structure, see our guide to mastering the networking follow-up.

How Many Informational Interviews Should You Do

If you're actively job searching, aim for two to four per week. That's not so many that it takes over your life, but enough to build real momentum.

After 20 informational interviews, you should have a much clearer picture of the role, industry, and companies you're targeting. You should also have a list of 5-10 people who know your story and would refer you when the right opportunity opens.

That's how many jobs actually get filled: someone in the network flagging a role to someone they've talked to recently.

Turning Informational Interviews Into Offers

Here's the pattern that produces offers:

You do the informational interview. You follow up thoughtfully. You stay in touch with a light cadence. A role opens at their company. Your name is top of mind. They forward your resume internally with a note. You skip the cold application queue.

This happens quietly, constantly, at every company. Internal referrals are the single most reliable way in. Informational interviews are how you plant the seeds for those referrals.

If your LinkedIn profile isn't giving people a clear reason to refer you, even when they want to, the referrals stall. Get a free Avery LinkedIn audit to see how your profile reads to the people you're hoping will refer you.