A good interview should tell you what the job is like on a busy Wednesday, not just how the business describes its culture. Ask for examples you can use to compare the role with your own priorities.
What is actually in the portfolio?
Ask about the number of schemes and lots, but keep going. Which buildings have major works, ongoing defects, disputes or unusually frequent meetings? Are new schemes due to join? Is there a backlog you would inherit?
A useful follow-up is: “Which three schemes currently take the most time, and why?” You do not need confidential owner details to understand the type of work involved. You do need more than a building count.
Why is the role available?
The answer may be growth, planned leave, an internal move or a resignation. Each calls for a different discussion. If the portfolio has changed hands recently, ask how records and committee relationships will be handed over.
For a newly created role, ask which work is moving from existing staff and which work is genuinely new. A position can sound well defined until several people assume it will absorb their overflow.
Who supports the manager?
Find out who handles administration, accounts queries, maintenance coordination and escalations. Ask what happens when those people are away. “We all help each other” is a pleasant answer, but it does not explain who takes an urgent call while you are in a meeting.
Ask who you would report to, how difficult decisions are reviewed and what you are expected to resolve independently. Clear responsibility matters as much as the size of the team.
What does the working week look like?
Discuss office days, travel, evening meetings, contact outside agreed hours and how those commitments are reflected in the working arrangement. If you are considering part-time strata work, ask who covers the days you are not there.
Be direct about your own limits. “I can attend one evening meeting a week with notice” is more useful than hoping a general promise of flexibility will cover your situation.
What will a good first month look like?
Ask about handover time, software training, introductions and the first priorities. If immediate independent cover is expected, understand what information and decision support will be available.
Agree how success will be assessed. Clearing an inherited backlog, retaining committee confidence and taking on additional buildings are different objectives. They should not arrive as surprises after you start.
Compare the answers before deciding
Use the same questions for each opportunity and record anything still unclear. An unanswered question is something to follow up, not automatically a reason to reject the business. The aim is a clear understanding on both sides.
Download the role comparison checklist. It gives you space to compare hours, workload, support, remuneration and handover.
Register your interest confidentially and tell us what you want to change in your next role. You can register while employed, without committing to a move.