A lot of these questions are well-meaning but clumsy or obvious, or even warnings to a hiring manager: * How long am I expected to remain in this position? =>

A lot of these questions are well-meaning but clumsy or obvious, or even warnings to a hiring manager: * How long am I expected to remain in this position? => This person will be gone within a year. * What will be my day to day responsibilities? How much time do you anticipate I would spend on each one? => This person will consume all your time as a manager. * What are your group's best and worst working relationships with other groups in the company? => This person doesn't understand that job interviews are a first date; you find this out yourself during the marriage. * Diversity Questions: This person doesn't really understand what diversity is, or why it's important. Some of the culture/company questions are quite good, but they're all mixed up with HR questions about insurance and co-pay and dress codes. I don't mean to say these are not imporant, but they are definitely not appropriate in the same conversation as "what's your biggest current challenge and how could I contribute to success?" Rather than a list of questions by topic I think it would make more sense to guide someone through the pretty established interview phases. There's no point asking your HR screener about agile practices, or your technical interviewer about insurance co-pays. You would be far better to sequence your own "deal breakers" from most to least important and make sure you ask them in that order. Also determine what you need, want and can live with, then answer them yourself as you listen & learn.