Think of your interview as a conversation, rather than an inquisition. I think there's a danger that a candidate might appear confrontational if they bombard t

Think of your interview as a conversation, rather than an inquisition. I think there's a danger that a candidate might appear confrontational if they bombard the interviewer / interviewers with a list of questions that they're unprepared for. The goal of the interview is to find out if the candidate is a good fit. Focus on that (common) goal - ask questions to that help you assess the problem in a way that's as pragmatic as possible. After all, it's in both of your interests to find out whether an appointment is likely to realistically work.