For a partner-level interview at an accounting firm, the candidate should ask strategic, ownership-minded questions that show leadership, commercial awareness, and long-term commitment—not “employee” questions.
Firm Strategy & Vision
These show big-picture thinking and alignment.
What is the firm’s 3–5 year strategic vision, and how do partners contribute to shaping it?
Where do you see the greatest growth opportunities (industries, services, geographies)?
How is the firm differentiating itself from competitors in the current market?
What keeps you up at night about the firm’s future?
Partnership Structure & Economics
These are critical—and expected—at partner level.
How is partner compensation structured (origination, realization, equity, non-equity components)?
What is the path from entry partner to full equity partner, and typical timing?
How are capital contributions handled?
How are profits allocated during strong vs. weaker years?
What expectations exist around book of business at entry and over time?
3. Business Development & Client Growth
Shows commercial mindset.
What level of new business origination is expected from partners?
How does the firm support partners in business development (marketing, cross-selling, brand)?
How are client transitions handled when a partner retires or exits?
Are there underserved client segments the firm wants to grow?
4. Leadership & Governance
Demonstrates readiness to lead peers.
How are key decisions made at the partner level?
What governance committees exist, and how are partners involved?
How do you handle partner underperformance or misalignment?
What leadership gaps are you hoping this hire will fill?
5. Culture & Partner Dynamics
This is often the real differentiator.
How would you describe the partner culture—collaborative or siloed?
What behaviors are rewarded most at the partner level?
How do partners handle disagreements?
What causes partners to fail here?
6. Talent Development & Succession
Signals long-term investment in the firm.
How is partner succession planning handled?
What is the firm’s approach to developing future partners?
How do partners balance client work with mentoring and leadership?
Are there concerns around upcoming partner retirements?
7. Expectations in the First 12–24 Months
Shows execution focus.
What would success look like in the first year?
What are the biggest challenges the incoming partner will face?
What would make you say this hire was a great decision?
What support will be available during the transition?
8. Risk, Compliance & Market Pressures
Positions them as a responsible owner.
How is the firm adapting to regulatory and tax law changes?
What is the firm’s risk tolerance with clients and engagements?
How do you manage fee pressure and client retention?
How has technology or AI changed the partner role here?
A strong candidate does not ask all of these—they selectively ask 5–8 based on the interview stage.
Red flags are candidates who ask only about:
Title
Compensation (too early)
Work-life balance without ownership context
