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San Antonio, TX

Advanced knowledge of programming language(s), software development tools and environment(s) and systems analysis and functional design

6 Questions You Should Never Ask in an Interview

June 4, 2013
6 Questions You Should Never Ask in an Interview

When you’re in a job interview and the hiring manager asks, “Do you have any questions for me?”, this is your moment to shine. After conducting countless interviews throughout my career in staffing, I’ve heard many questions that oftentimes make the interviewee come off as unprepared, and sometimes even desperate. Before you head to a job interview, avoid asking the following questions:


1.  “May I borrow a pen?”


This screams unorganized and perhaps not interested. I cannot stress how important it is to BE PREPARED!

  • Try this instead: “May I take notes while we talk?” 


This is good interview etiquette. Invest in a neat portfolio from your local office supply store and stock it with paper, several copies of your resume and two pens. Check your portfolio the night before to make sure you have everything needed. 

2.  “What does your company do?”  


With these answers so easily accessible online, there’s no reason anyone should ever ask this question! Candidates who don’t research the company beforehand, often come across as unprepared, technologically impaired or just plain lazy. 

  • Try this instead: In preparing for our conversation, I learned that your company specializes in this… but I had a few specific questions.


Ask a question that relates the position or department to the company, such as “I read the most recent press release or earnings report posted online and wanted to know, what are the financial goals for this department in the upcoming quarter?”


3.  “Can I come in early or leave late as long as I get my hours in or hit my goals?”

While work-life balance is a very legitimate aspect in making a career decision, the hiring manager likely isn’t thinking about that right now. He or she is more interested in learning if you are the right match for their need.

  • Try this instead: Could you share with me what a normal workday is like?

This shows you’re interested in the work that needs to be done. Always remember the company’s point of view – they’re looking for someone to fill a need. They’re typically not looking to fit into your schedule. That said, by asking this question, more often than not, you’ll be able to determine if the hours work for you. If it’s a flexible environment, it will likely come out through these conversations, but keep any concerns about the schedule until after you’ve received an offer.


4.  “Do you monitor employees’ social networking profiles?” 


Ask this question and the first response you may get from your interviewer will likely be, “why, what did you do?” Many recruiters these days are looking up candidates on social media and if you raise this red flag, the first thing the interviewer will likely do is start searching your background on social media

  • Try this instead: Say nothing! 


Be smart. Check your social media profiles and Google your own name to see what’s out there regarding your background that may raise a red flag with a potential employer. Remember, marking something “private” doesn’t always mean someone can’t see it.

5.  “How quickly will I have an opportunity to move ahead?” 

While most employers may appreciate a driven professional who’s always ready to improve, they'll want to ensure you can do the job you were hired for first. 

  • Try this instead: “What kind of career development programs does your company offer employees that have proven themselves worthy of progression?"

This shows the hiring manager that you want to excel in the role they’re looking to fill. You’re demonstrating that you understand you have to prove yourself first, while at the same time indicating you’re interested in expanding your knowledge base and improving your skills.

6.  "What's the salary for this position?”


Asking about salary (or benefits, for that matter) in the first interview is a big turn off for many hiring managers. While these are important things to consider in your next opportunity, the hiring manager likely sees it from a totally different perspective. They’re more focused on whether or not you’re going to be able to get the job done, and if you are the best fit for the team and organization.

  • Try this instead: Focus on selling yourself during the first interview. 


If they like you and you like them, there may be an offer in your future. That’s the time to get a better understanding of what perks the company has to offer.


Good luck…be prepared…and be AWESOME!


Tell us your thoughts on Twitter @kforce 

About the author

Beth Yovino

Beth Yovino began her career with Kforce in 1994 and currently leads Kforce’s Internal Staffing division. Her passions include recruiting, process improvement, kayaking and her family. Connect with Beth on LinkedIn.

Archived Posts

Comments (41) -

Laura Jones

Laura Jones United States
6/21/2013 9:15:38 AM #

Thank you for the insightful article. However, I would have to disagree with #5. How could this question become a weakness when in an interview. For instance, I am a highly motivated individual who thrives for challenges and likes to move ahead. If my environment doesn't show that I can progress in my current position I become unmotivated, and I don't think this is good for the company because I will start to decrease my productivity and may become a low performer. Any advice? Thanks


Zyggie United States
6/21/2013 9:44:32 AM #

Been on interviews where the interviewer ask you how much salary are you looking for and what type of benefits, hours do you want and will tell you how long a person usually stays in the postion and that they believe in promoting from within.

Some of the statements in this article were ok but I have found each interview is totally different.Usually by the first 15 or 20 mins. into interview that employer has already decided if you are a perfect fit for them.I have found that there are no right or wrong responses and skills are NOT always the hiring requirements.


Mark United States
6/21/2013 11:18:00 AM #

I think you've got #3 backwards - “Can I come in early or leave late as long as I get my hours in or hit my goals?”
Unless you're acknowledging the drop in productivity associated with working extra hours, I assume you meant "Can I come in late or leave early as long as I get my hours in or hit my goals?”


Judy United States
6/21/2013 11:39:41 AM #

During these times when the ad does not give the name of the company or what they do it is hard to research them ahead of time.


Steve United States
6/21/2013 11:41:33 AM #

Hopefully you already know (about) what the salary is for the position.  There's no reason to waste everyone's time if you're not willing or able to work for the salary being offered.  As a consultant, this is one of my first questions when I talk to recruiters/hiring managers on the phone.


update United States
6/21/2013 11:59:58 AM #

Beth.  Get with the current times.  Salary is the first thing in every recruiters conversation!!

Manohar Jagasia

Manohar Jagasia United States
6/21/2013 12:19:37 PM #

Hello Beth,
Very excellent insight- into the interview.  Though I feel the "Come in as early & stay late" question may not be a negative- It just shows that candidate may have high potential.  Another comment about the Q# 5:  that is perhaps not a good question to ask- as it might indicate the candidate as not "team oriented".  I will continue to read your "tips" + other insightful comments- by your readers.


DeepthoughM United States
6/21/2013 12:26:39 PM #

I absolutely disagree with #6. It would be absurd to go through 1-3 interviews, getting tested and the sorts without knowing the compensation.  It wastes everybody's time if the salary is no where in the ballpark.  I respect people's time and expect the same respect.

I think that people should not down play compensation.  That is the sheepish mindset HR depends on and is used to.  I digress a bit.

William Reese

William Reese United States
6/21/2013 1:13:16 PM #

Good article, but I agree with the person above me.  Salary is among the first topics that needs to be asked about.  If they are not willing to pay the current going rate for a certain position (which a lot of companies in my area are not) there is no point in continuing the interview and wasting both my time and the interviewers.


Luis United States
6/21/2013 2:47:20 PM #

"What's the salary for this position?”. Well, I'm sorry if my question hurts your feelings but I really need to know if you can pay what I think my work is worth.

If you can give me a number before I respond to your stupid questions like "where do you see yourself in five years" that would be great.


Ken United States
6/21/2013 3:15:12 PM #

This article is just another example of how millenials should bite the bullet and take whatever comes their way. Apparently there's no point in them having a voice in this economy.


Tammy United States
6/21/2013 3:45:05 PM #

I think she means, not to ask the person who is interviewing you about the salary as most likely that person does not know the details of the package that will be offered to you, that is definitely the recruiters job.  The recruiter already knows your salary requirements before even calling you into an interview, so it must be safe to assume the starting salary will be in the range you are looking for.  No need to ask the interviewer as most likely they don't get involved in HR issues or recruiting details....(i.e. my Medical Director interviews multiple candidates and has no clue what the salary offer would be).


Gabriele United States
6/21/2013 3:54:52 PM #

While I can say "thank you" for the insight - a little bit of real understandnig and sense is needed here.     No one should ask about those items in an interview and the general public no matter their age or education should know that.

The final question.  I really disagree with.  If you are a profession with a professional income; such as a doctor, lawyer, mortician, engineer, etc.     I am in agreement that salary should not be mentioned.

However most positions for administrative assistants and executive assistants as well as working with temporary services ASK you your salary and willn ot consider your application unless you give them a salary.


1.  Know the position that you are applying for.
2.  Know a little bit about the comjpany and what it does.
               ASK them to describe their company.   THEY are being interviewed as well as you are being interviewed.   If you apply to work for a Motion Picture Studio - you can say I know that you are such and such and I understand that you work with yadda yadda yadda but woudl you please explain to me the part of the business that is being handled here.  We all understand thnigs like accounting, billing, finance, customer service but asking the interviewer about the company only proves YOUR INTEREST IN THEM.   You appear knowledgeblle and yet you are interested in what they may want to further say about the company.
3.  Salary vs Hourly.   Businesses are there to make money.   People are working to make a living.    You should be aware of salary.     Houlry makes a difference when you temp and the hours are counted.  If you have to pay for parking and you make ony $11 hourly and still have to fork out $145 for monthly parking you need to make a decision here.
             Is ths a temp to perm positon.    If it is - is the client good enough for me to accept at this standard so that at hiring I can make more
    In our economy nowadays - we cannot always "TAKE TEMP JOB"  offered if they hourly amount totals minus the parking is far less to live on and which will put you in a hole.
     Hourly - always work with the temp srevices.   You make what you are experience for but with the economy since 2008 this is not so.    I make $18-$22 for Executive Assistant and $16 for mid-level admin assistant.   This is the competitive rate and this is waht the temp services should hire you for.    When they send in their bill - there bill is always much more.   And in recent times if you make $15 hourly they are billing the client at $30.    Years ago this wasn't always the caee.   I worked for a temp service in the mid-1990's making $15 hourly.  They billed the company $25.  The temp service made money hourly but they made less.   Now they charge almost equal to what the temp receives.   This is not correct but it takes more from the temp people to fight for you.     This is something that they do not always do because with the internet they are given other things to do.
This becomes a real fight.    Health Ins is another issue.  They"offer" something but write you off if you do not work consistently.   The plan should be written differently.

Right now I say it is a different world and we must really know what has changed to live in it.


For those who have experience -

1.   Cover letter should not be a "sale" but a brief introduction of "you".  It should aim at your work experience; salary requested but negotiable; what YOU DESIRE when looking for a position and how they can reach you.     Be professional; be kind, BE YOURSELF and keep it short.   You do not want to put things in a cover letter that should be saved for the interview.

2.   Resume - nowadays a one page resume is for the very few who are newbies out of college or out of high school.    With the economy as it is write down all employment.  If you have experience for a position that appears to be on page 2 of your resume.   HERE'S WHERE YOU GET CREATIVE - in your cover letter you can mention your specific experience that relates to the job thta you are applying for is on your resume.    And give a date.  They can then check that part of you rresume and go from there.

3.   Thank yous.  Always get a business card and "US mail a thank you..   Nice touch.

During the interview you can mention salary if they FIRST DO NOT MENTION TO YOU that this is a FIRST interview.   If they DO NOT menton that this interview is a first interview and a decision will be made regarding call backs than I say - MENTION TO THEM.

Most times today - applying online you become a number and with no sign that they are even aware that you are a person.  (no interview).    

Okay keep this in mind.   Temping - always talk with the rep about what you want to make and be upfront.  If they cannot do it  - then you ASK them what they can do.  

Most temp to perm positions are 3 month contract with temp and client and the client must agree and fufill the 3 months before making a hire.  If they change a temp to a different temp the assignment for temp to perm starts over.   If they tell you that they "like" you and break the contract and hire you outside - they may have to pay contract costs because they (the client) broke an agreement with the temp service.   Temp to perm positions are great for the temp sort of like "try before you buy" or in this instance before you hire...

Folks most important - BELIEVE IN YOURSELF AND DO NOT GET DEPRESSED WHEN YOU ARE UNABLE TO FIND WORK.     Unless you were fired for stealing or something really wrong - this is normal and it does take time.  It is a process.

Good luck


Mike United States
6/21/2013 3:55:24 PM #

I think point #6 is good advice for people just entering the work force out of college.  However, once you have good experience in your field, I think its very important to check about the salary range towards the beginning of the interview process.  That way your time is not wasted and the hiring manager's/companies time is also not wasted.  

Also, I think asking about the salary range and monitoring the response of the hiring manager is a good indication of the company as a whole.  In my experience interviewing for many software development positions, when someone is already below the market rate/salary for a position at the start, it is a red flag.  Especially if during the interview they get defensive or start to haggle you down.  This already shows a lack of flexibility and a company that is run by more by HR policies, bureaucracy, and the bottom line.  I think this can also indicate that the manager may not be making a good salary themselves.

However, if the initial range is good and the manager is open to negotiation at the start - it indicates in my experience that the company and the manager are more driven to hire good people and get the job done right.  


Anna United States
6/21/2013 3:57:54 PM #

Have to agree with update.  #6 is absolutely wrong.  If they aren't telling you what the salary is in the job announcement and you have a minimum to consider, not knowing until the second or third interview when it might not be enough for you to take the position is a huge waste of your time and the interviewer's.

Kevin Hosey

Kevin Hosey United States
6/21/2013 4:24:18 PM #

These are  all pretty basic so I'm assuming this article is aimed at first timer interviewees.

Also, Ive always found it ironic that companies will ask for an interviewee's detailed salary history from the moment they first received a paycheck until five minutes before the interview (usually so they can low ball the person on a salary offer), yet interviewees aren't allowed to even bring up salary to determine if the position is worth their time.

I had an interview once for what was described as an upper tier director position with substantial responsibilities. But at the end of the interview the salary they quoted was barely above entry level for my industry. If I had known that going in, I wouldn't have applied or interviewed.

Daren Rodriguez

Daren Rodriguez United States
6/21/2013 4:26:39 PM #

#6 is very important. I've been on too many interviews that the hiring managers skirted around the answer..... Three interviews later and many hours of wasted time I come to find the salary was usually 40% or less money then I currently make...


Ken United States
6/21/2013 4:57:33 PM #

This article is just another example of how millenials should just bite the bullet and take whatever is handed to them. Soon we'll all be wearing veils that cover our faces to the interview.


Alfi United States
6/21/2013 5:22:48 PM #

#1 - Please, not show up with a notebook and a pen.  In an interview, I want to meet you, and ask you questions.  This is not a class, and I will not expect you to take notes.  (this is not the 80s & 90s)

#2 - This is a perfectly good question.  Just because you have done your research on my company does not really mean you know what we fully do...Ask the question please!

#3 - You can do what ever you want, as long as I get 40 billable hours from you, you are in the office for them, and you get your work done...please...enough of this 9-5 stuff.  Hours are flexable and can be worked out, but once they are, you have to work them!

#4 - Perfectly good question. Every company has a social media policy.  Ask about it before you get in trouble for it.

#5 - First one I agree

#6 - False!  Always ask for either a direct number or a range.  Just like I don't want my time wasted, you should not either.  If the salary does not match you expectation, there is no reason for an interview.  This is the real world.  Money talks.  We do not work for the fun of it, we work for do to, Beth!


EGG United States
6/21/2013 5:31:54 PM #

#6 is dead wrong if you are trying to find out if he position is right for you Smile I ask it to the first person contacting me (usually somebody from HR). I f they hesitate I thank them for their time...


Deb United States
6/21/2013 5:35:49 PM #

I agree with Judy.  In fact, this has always been a sticking point with me.  I have been on many interviews in fact, where I was not told even the name of the company until right before I got ready at home to head out to the interview.  Most agencies that I have dealt with are afraid to give out information about the company, because (and they've even admitted this to me) they think you might go there on your own and they won't get paid their fee.  I have RARELY been able to find out anything about the company in advance.  So hiring managers need to stop finding fault with anyone who does not know about them beforehand.


Lauren United States
6/21/2013 5:36:32 PM #

#6 Is absolutely WRONG!  NO ONE in today's job market (or even 10 years ago) who is a professional, is going to waste their time interviewing or even taking time to apply if the salary is not in their range.  It wastes EVERYONE'S time when you do that!  I was an HR director and had many people interview for jobs we had, only to find out that we lose them after two weeks of interviews, when we told them what the salary was.  Everyone's time is wasted!  So now, before I even apply, I ask the question in the correct way, "What is the salary range for this position?"  Because if they say $16 - $20 an hour, I can't do that.  My salary range is $60K - $80K.  So no one's time is wasted.

Wenda McMahan

Wenda McMahan United States
6/21/2013 5:47:50 PM #

I disagree, at least regarding the last question. Asking for a salary range is reasonable. The interviewer/ee are in a business discussion. The hiring manager is trying to understand what the candidate can offer the company; it's reasonable for the candidate to want to understand what the exchange is. I don't want to waste a potential employer's time.


LINE United States
6/21/2013 5:50:55 PM #

I don´t agree with the last one, by knowing the salary you save your time and the company if it doesn´t match what the employee is looking for, besides why do you have to wait any longer? This is a basic information...


Mike United States
6/21/2013 6:03:55 PM #

When I clicked through to read this article, I somehow expected to read something insightful, but instead I see a list of questions that I can only see coming from adolescents, or people interviewing at McDonalds for a part-time burger flipping job.   I must say that I'm disappointed...


AnonymousOne United States
6/21/2013 6:39:25 PM #

Interviews are supposed to be for both parties, potential employee also need to know if it is a right fit, employers also lie a lot in some fields.
Truth is best, but unfortunately these days, very little of that.


Nandunc United States
6/21/2013 9:22:28 PM #

I am tired of going on multi interviews for the same position and after all that time and effort the salary is ridiculously low. It's a shame for both sides not to list all the benefits. We put all our details out there, why shouldn't they. What's the big deal.

b. p.

b. p. United States
6/21/2013 10:33:47 PM #

Some job ads don't tell you the name of the business or any information about the company.  Often these companies also tell you that they can't tell you about the company until the interview.  In those situations, how can you research the company?  


Cthulhu United States
6/21/2013 11:17:07 PM #

RE salary questions: I'd expect to have at least a general idea of what the salary will be before arriving at the interview. The more civilized places let you know right off the bat in the phone screen, some places i.e. universities and government offices have grade levels and a pay matrix with a lot of wiggle room for a hiring manager to work with.

Slightly less civilized is the question to the applicant: how much (i.e how little) are you willing to work for, without any other info to go on. At this point it's a gamble, because of course you don't want to price yourself out of the gig, but you'll feel like an idiot later if you underprice yourself.

Then there are the expletive deleted companies that try to extort your salary history, which to me is extremely private info, appropriate only for family, accountant, and the IRS. When I hear that I need to provide this to be considered I move on immediately, since it indicates that the company has no idea how to assign a value to the job, and worse, is clueless RE limits on privacy.

The places that approach this best will tell you up front what they're planning on paying; this all too uncommon, though.


Richard United States
6/22/2013 1:56:21 AM #

I agree with most of these. I completely disagree with number 6 and partially with number 5. I can see waiting for a later opportunity on number 5, but as for 6... ridiculous. I have been exploring the job market for several months now and it is extremely frustrating that many postings don't tell you up front what a salary range is. That is one of the most important up front details that needs to be addressed. We shouldn't waste each others time only to find out later if the salary is not sufficient. Why act like salary is a dirty word?


Reader United States
6/22/2013 8:07:23 AM #

God information about "what question not to ask"but no one
write about why overage person are rejecting and how they
can overcome this problem if they still fit to work.

Roger Jones

Roger Jones United States
6/22/2013 12:44:44 PM #

I interviewed for a job posted at $100,000.00 although I was making slightly more than that. Only by strenuous probing was it revealed that that was the 2nd year potential, that the position started as a manger trainee at $25,000.00.  This was Fortune 500 company, too.
I had last years W-2 and showed it to the interviewer.  It was a wasted morning except for the fact I found a lovely little restaurant for lunch... and took my wife back a week later for dinner.

Some companies don't even know how they do business
Ex 1 - I had an Efficiency Contract with a Fortune 100 Company that had not paid my advance fee yet. I gave them a full report on 5 departments with savings of over 2.5 million per year (mostly redundancies) with the precise details removed about 18 pages out of 125.
When I had my attorney drop them a dunn notice - They paid the full invoice $250,000 and never even noticed the details were missing.
Ex-2 - I had a contract to help a fortune 500 company with their staggering tech support bills.  The President and entire staff did not know their own passwords nor how to change them. Some secretary did it for them and some weren't eve sure who.  The entire procedure for security and software only applied to very low tiered personnel. This company is a defense contractor. 60% had passwords posted in their cubicle or desk. 50% left ID tokens and badges on their desk.  75% had disabled windows security lock and did not lock their computer when leaving their desks, even at night.


Tia United States
6/22/2013 3:15:15 PM #

"Do you have drug  testing?"
I was interviewing for a position.  It was narrowed down to two of us.  My competition asked that question.  I got the job!!


Charles United States
6/22/2013 5:21:58 PM #

Flextime (for school, to use mass transit, to strike a work/life balance) is not available?

Is company monitoring of the candidate's social networks a requirement of the job?

Does the company promote from within?

Is cost a factor in hiring the best you can find?

Who does these kinds of interviews?


6/22/2013 8:27:41 PM #

I don't see anything wrong with asking about salary and benefits. If you have a family to support, these things are essential in a job!


Buns United States
6/23/2013 9:51:00 AM #

I definitely disagree with #5. Women tend to get paid less because they often do not ask about their salaries in the interview, and if they get the job they tend not to negotiate their salaries. The reason every one works is for money, so you shouldn't skirt around that. Asking about your salary shows that you are a reasonable candidate.


Rodney United States
6/23/2013 10:04:39 PM #

The salary question usually surfaces with the recruiting manager, and is usually asked by them.  I have had a couple of interviews where this was not discussed until the hiring manager called and then it  was posed by them.  Salary questions should be addressed early on in the interview process because no one's time is being wasted it this is addressed at the onset.

Number 2 IS spot on.  There is absolutely no excuse for not knowing what the company you are hiring for is all about, unless of course they remain anonymous.  If a phone call comes in from an anonymous resume/application submission, usually it will be from a recruiter of that company.  There is no shame in asking at this point; if, however, you get to the hiring manager, you should have by this point, gotten the scope on the company.


Cecil United States
6/24/2013 1:11:45 PM #

Salary is always an issue, and these days they will bring it up either in the interview or in the screening.  There is nothing wrong with asking for salary. If the hiring manager gets offended, that's too bad.  Most hiring managers---if not every single hiring manager---I have dealt with have no problem saying what is in the budget.   Nobody wants to waste your time or their time.  In fact, some of them will even pass on you if they feel like you are willing to take too huge of a pay cut.  


Beth United States
7/3/2013 4:32:43 PM #

Greetings all, thank you for your feedback.  It's always a challenge to cover all scenarios in a short article, but I wanted to acknowledge the validity of your comments.

Regarding researching a company, if the recruiter gives you an address, but no name, run an online search to see if you can find the company.  If meeting with the hiring manager offsite (ie at a coffee shop or executive suite), you can't be expected to research the company.  You can actually use this to segue into your conversation, "I always research a company I'm interested in, but due to the confidentiality around this position, I was unable to do so.  I'm interested in hearing about ...."

In terms of career mobility...the issue isn't asking about opportunity, but rather HOW you phrase the question.  There's a fine line between being proactive and overly aggressive. Remember, the manager is hiring to fill a need.  Asking "how quickly WILL I move ahead," can raise a red flag.  The hiring manager might worry that you're not concerned about doing that job at hand, but rather more focused on using him/her as a stepping stone.  Asking something along the lines of “What kind of career advancement does your company offer employees that have proven themselves worthy of progression," shows the hiring manager you understand that you have to prove yourself and have confidence in your abilities.  Also, taking "I" out of the conversation opens the door for the hiring manager to share his/her own experience within the company, giving your a better idea of whether or not advancement opportunities exist.

The salary discussion has gone on since time immortal.  There's no perfect answer.  I truly understand not wanting to waste one's time on a position paying below expectations.  I have seen companies utterly low-ball salaries.  I've seen candidates price themselves out of position by quoting an unreasonable salary.  But I've also seen candidates negotiate their desired salary after the interview process, because the hiring manager determined  the candidate was that "perfect match," and they were willing to go to bat for an increase.   There's also a possibility for candidates to be referred to other positions or departments within the company that could better meet their salary requirements, if they think you're a superstar. Lastly I encourage candidates to remember that, at the very least, they've made a new contact that might prove advantageous.  Hiring managers change jobs may run into this person again down the road!    

Catherine D Fields

Catherine D Fields United States
7/30/2013 11:56:30 AM #

Very disappointed in recruiter Amanda Maddox.  I have returned her call 3 times on 3 different days and she has yet to return my call.  Perhaps I should be working in her position, at least I know how to return calls.
C. Fields


Kelly United States
8/1/2013 2:30:32 PM #

The comment about how one should NEVER ask about salary information is unrealistic and senseless. Most companies I've interviewed with have divulged the pay rate either in the ad or during the job interview. It doesn't make sense to me if the interviewer does like a candidate and wants to hire the person but does NOT mention the pay options during that same time frame.

The candidate has nothing to lose by asking on his or her own, particularly if a long daily commute is expected.

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