Essential Questions DO Graduates Should Ask During OB GYN Residency Interviews

Why Your Questions Matter as a DO Graduate in OB GYN

Residency interviews aren’t just about programs evaluating you—they’re equally about you evaluating them. As a DO graduate pursuing OB GYN residency, the questions you ask programs will:

• Signal maturity, insight, and genuine interest
• Help you uncover how truly DO-friendly a program is
• Clarify how well you’ll be supported through the obstetrics match, complex surgical training, and future fellowship or job placement
• Protect you from surprises after Match Day

For DO graduates, the osteopathic residency match is increasingly competitive, and many programs are now integrated under a single ACGME accreditation system. Thoughtful, specific questions to ask residency leadership, residents, and coordinators can reveal if a program truly values osteopathic training—or just tolerates it.

This guide is designed specifically for DO graduates in OB GYN. It will help you decide what to ask program directors, faculty, and residents, and how to turn generic “interview questions for them” into powerful tools for choosing the right fit.

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Strategy: How a DO Graduate Should Approach Asking Questions

Before we dive into sample questions, it’s critical to understand your strategy. The best questions are:

• Specific – tailored to OB GYN and to you as a DO
• Open-ended – invite real discussion, not yes/no answers
• Non-confrontational – curious, not accusatory
• Prioritized – you won’t have time for everything, so know your top 5–7 questions

Step 1: Clarify Your Priorities as a DO OB GYN Applicant

Think through what matters most to you:

• How DO-friendly is the program (culture, faculty mix, past DO graduates)?
• How strong is the surgical training—especially in gynecology and minimally invasive surgery?
• What is the program’s philosophy about labor and delivery management (midwives, family medicine, high-risk OB)?
• How do they prepare you for:
  • Fellowship (MFM, REI, Gyn Onc, MIGS)
  • Community practice with strong OB and surgical skills
• Geographic and lifestyle factors (support, wellness, call schedule, partner/family needs)

Once you identify your top 3–4 priorities, you can tailor your questions to probe each area in depth.

Step 2: Prepare Different Question Sets for Different People

You should never ask every person the same generic list. Instead, prepare targeted lists:

• Program Director / Associate PD
  • Big-picture philosophy, DO graduates’ support, curriculum design, fellowships, remediation
• Residents (especially DO residents, juniors and seniors)
  • Day-to-day life, culture, call, case volume, how DOs are treated, mentorship
• Faculty (especially OB GYN subspecialists)
  • Surgical experience, autonomy, didactics, research opportunities
• Program Coordinator
  • Logistics, housing, onboarding, visas (if relevant), time off, schedule structure

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Core Questions to Ask as a DO Graduate in OB GYN

This section gives you high-yield, customizable questions, organized by theme. You won’t ask all of these; instead, choose those that align with your priorities.

1. Questions to Assess DO-Friendliness and Program Culture

You want to know if the program truly integrates DOs or simply “allows” them.

For the Program Director or Faculty:

• “How would you describe the program’s experience with DO graduates? What strengths do DOs typically bring to your residency?”
• “Approximately what proportion of your recent residents have been DO graduates? Are any of your current chief residents DOs?”
• “For DO graduates in your program, have there been any barriers in terms of fellowship placement or job opportunities compared with MD graduates?”
• “How does your program incorporate osteopathic principles and practice, if at all, into OB GYN training? Are DO residents encouraged to use OMT when appropriate—for example, in pregnancy-related musculoskeletal pain?”

For the Residents (especially DO Residents):

• “As a DO, have you ever felt you were treated differently—positively or negatively—by attendings, co-residents, or other staff?”
• “Do you feel DO residents here have equal access to surgical cases, research, and leadership roles?”
• “What advice would you give a new DO intern to succeed in this particular program?”

What to listen for:

• Specific examples of successful DO graduates (chiefs, fellowship matches, leadership roles)
• Comfort and confidence from current DOs about how they’re perceived
• Clear evidence that DOs are fully integrated into the residency culture

2. Questions About Clinical and Surgical Training in OB GYN

You need to ensure that you’ll graduate as a confident obstetrician-gynecologist, not just a laborist.

For the Program Director / Faculty:

• “What is the balance between obstetrics and gynecology in your program across the four years?”
• “How would you describe your residents’ exposure to complex gynecologic surgery—laparoscopy, hysteroscopy, vaginal surgery, and minimally invasive procedures?”
• “What degree of autonomy do senior residents typically have in the OR and on L&D? Can you give examples of cases where a PGY-4 is primary surgeon?”
• “Have there been any recent changes in surgical case volume or case mix—such as shifts to hospitalists, fellows, or private attendings taking more cases?”

For Senior Residents:

• “By the end of training, do you feel comfortable independently managing:
  • emergent C-sections,
  • postpartum hemorrhage,
  • shoulder dystocia, and
  • common GYN surgeries like TLH, vaginal hysterectomy, and management of adnexal masses?”
• “How often do residents feel they have to compete with fellows or hospitalists for surgical cases or deliveries?”
• “What gynecology rotations or sites provide the highest surgical volume? Are there any weak areas you wish were stronger?”

Key points to interpret:

• Robust gynecologic surgery experience, not just a heavy OB load
• Transparent acknowledgment of challenges (fellow-heavy services, case competition) and how they mitigate it
• Clear progression of autonomy from PGY-1 to PGY-4

3. Questions About Labor & Delivery Experience and Obstetrics Philosophy

OB GYN programs can vary widely in how they approach labor and birth.

For the Program Leadership:

• “How would you describe the program’s philosophy toward labor management—particularly regarding induction practices, VBAC, and use of operative vaginal delivery?”
• “What is the role of certified nurse midwives or family medicine on L&D, and how does that impact resident experience and autonomy?”
• “How are complex high-risk obstetric patients managed—do residents work closely with MFM faculty, and do they participate in advanced procedures (cerclage, IOL in complicated cases, etc.)?”

For Residents:

• “On a busy call, how many deliveries are you personally managing, and how independent are you in decision-making versus faculty micromanagement?”
• “Do you feel comfortable with:
  • managing preeclampsia and severe features,
  • postpartum hemorrhage algorithms,
  • multiple gestation deliveries, and
  • breech management (if applicable here) by the time you graduate?”
• “Does the program support physiologic birth practices (labor support, mobility, low-intervention approaches) alongside medically-indicated interventions?”

Listen for:

• A balanced, patient-centered approach, not purely volume-driven
• Strong exposure to high-risk OB and emergencies
• Respectful collaboration with midwives and other services without undermining resident experience

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What to Ask About Education, Exams, and Career Outcomes

4. Questions About Didactics, Evaluation, and Board Preparation

Strong structure and support matter, especially in a demanding specialty like OB GYN.

Program Director / Associate PD:

• “How are didactics structured here—protected time, frequency, and format (lectures, simulations, case conferences)?”
• “What support do you offer residents preparing for CREOG exams and ABOG written/oral boards?”
• “How are residents evaluated, and how do you provide feedback and coaching to someone who is struggling—whether that’s clinically, surgically, or with test performance?”
• “Can you share your recent CREOG performance and ABOG pass rates, and how you’ve responded to any areas that needed improvement?”

Residents:

• “Is didactic time truly protected, or are you often pulled away for clinical duties?”
• “Do you feel the feedback you receive is specific and actionable, or more generic?”
• “What resources does the program provide for exam prep (question banks, review books, paid courses, extra days off, etc.)?”

Signs of a strong educational culture:

• True protection of didactic time
• Data-driven improvement efforts after exam performance reviews
• Regular, honest feedback with opportunities for remediation and growth

5. Questions About Fellowships, Career Planning, and the Obstetrics Match

As a DO graduate, you need to know how well the program will support your long-term goals.

For Program Leadership:

• “What have your recent graduates gone on to do in terms of:
  • Subspecialty fellowships (MFM, REI, Gyn Onc, MIGS, FPMRS)
  • Academic vs community practice
  • Geographic distribution?”
• “How do you support residents who are interested in fellowships versus those planning directly for community practice?”
• “For DO graduates specifically, how has fellowship match success compared with MD graduates from your program?”
• “What mentorship or advising structure do you have in place—do residents have assigned faculty mentors and career planning meetings?”

For Senior Residents / Recent Graduates (if present):

• “What kind of support did you receive when applying for fellowship or jobs—letters, networking, interview prep?”
• “Have DO graduates from this program faced any obstacles in getting competitive fellowships or academic positions?”

You’re looking for:

• Clear, recent data on fellowship and job placement
• Named DO graduates who have matched into strong fellowships or jobs
• Evidence of personalized advising rather than a “sink or swim” culture

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Lifestyle, Wellness, and Fit: The Practical Questions You Shouldn’t Skip

6. Questions About Schedule, Workload, and Wellness

Even the best educational environment can be undermined by chronic burnout.

For Residents:

• “Walk me through a typical day on L&D and a typical day on a GYN service as a PGY-2 or PGY-3.”
• “How many hours per week do you realistically work on average? How often are duty hour violations a problem?”
• “What does the call schedule look like (night float vs 24s, weekend frequency, home call vs in-house)?”
• “How does the program respond when residents are overwhelmed or burned out? Are there concrete examples where leadership stepped in to help?”
• “Is there pressure to come in post-call for conferences, cases, or clinic?”

For the Program Director:

• “How does your program monitor and respond to resident wellness concerns?”
• “What changes have you made in the last few years to improve resident workload, efficiency, or support systems?”

Look for:

• Honest acknowledgment that OB GYN is demanding, coupled with real strategies to support residents
• Reasonable call structure and backup coverage
• A culture where asking for help is accepted, not punished

7. Questions About Diversity, Inclusion, and Team Dynamics

You’ll be spending four years in this environment; psychological safety and team respect matter.

For Leadership:

• “How do you approach diversity, equity, and inclusion among residents and faculty? Are there specific initiatives or committees?”
• “How do you handle conflicts or unprofessional behavior from faculty, staff, or nurses toward residents?”

For Residents:

• “Do you feel comfortable speaking up about safety concerns, teaching issues, or interpersonal conflicts?”
• “Have you seen how the program responds when there’s a serious resident–attending or resident–nurse conflict? Do you feel leadership took residents’ concerns seriously?”
• “As a DO, have you ever felt you needed to ‘prove’ yourself more than MD colleagues, or has the environment been fairly equitable?”

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Tactical Tips: How and When to Ask These Questions

8. What to Ask Program Director vs Residents

What to ask the Program Director (big-picture, strategy-level):

• Questions about:
  • Curriculum design
  • Philosophy of training (OB vs GYN balance)
  • DO graduates’ success and support
  • Board performance, remediation
  • Formal wellness and mentorship structures
  • Long-term program vision

These are the classic “what to ask program director” topics—focus on program-level decisions and outcomes.

What to ask Residents (day-to-day reality):

• Questions about:
  • Actual hours, call, and workflow
  • Culture on L&D and in the OR
  • How DOs are truly treated
  • Real autonomy and supervision style
  • Informal support systems and morale

Residents will tell you how the advertised structure plays out in practice.

9. How to Phrase Your Questions Professionally as a DO Graduate

A few tactics:

• Frame with curiosity, not criticism
  Instead of: “Do fellows take all your cases?”
  Try: “How does the presence of fellows affect resident case volume and autonomy?”

• Anchor questions to your goals
  “As a DO graduate who’s very interested in comprehensive surgical training, I’m curious how your program ensures residents get robust GYN operative exposure.”

• Invite examples
  “Can you share a recent example of how the program supported a resident who was struggling—academically or personally?”

• Avoid yes/no when possible
  “How would you describe…” or “In what ways…” prompts fuller answers than “Do you…”

10. Red Flags and Green Flags in Their Answers

Red flags:

• Vague answers to questions about DO graduates (“We’ve had a few DOs, I think…” with no details)
• Defensive reactions to questions about workload, wellness, or DO match outcomes
• Residents hesitating, exchanging glances, or giving clearly rehearsed, nonspecific responses
• No DO residents currently in the program despite claiming to be DO-friendly

Green flags:

• Concrete, recent examples of successful DO alumni
• Transparent discussion of weaknesses plus clear, recent changes to address them
• Residents whose stories about autonomy, call, and culture align with leadership’s description
• A program director who knows DO graduates by name and speaks highly of them

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Putting It All Together: Building Your Personal Question List

To make this practical, here’s a way to build your own list before each interview day:

1. Choose 3–4 priority domains
   Example for a DO OB GYN applicant:

   • DO-friendliness and career outcomes
   • Surgical training and GYN case volume
   • L&D autonomy and high-risk OB exposure
   • Resident wellness and call structure

2. Pick 2–3 core questions per domain
   Aim for 6–8 total high-yield questions you absolutely want answered that day.

3. Assign each question to Program Director vs Residents
   For example:

   • PD: “How have DO graduates from your program done in terms of fellowship placement over the last five years?”
   • Residents: “Do you feel DOs here have the same access to leadership roles, chiefs, and competitive rotations?”

4. Have 2–3 backup questions in case time allows or someone else already asked yours.

5. Take notes immediately after each interview block
   Capture:

   • What they said
   • How they said it (confident, evasive, enthusiastic)
   • Any discrepancies between residents’ and leadership’s responses

Over multiple interview days, this structure will make it much easier to compare programs and build a realistic rank list.

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FAQs: Questions DO Graduates Commonly Ask About Interviewing OB GYN Programs

1. As a DO, should I directly ask how many DOs the program has trained or matched?
Yes. This is a reasonable and important question for assessing DO-friendliness in the osteopathic residency match era. Phrase it professionally, such as:

• “Could you share how many DO residents you currently have and how DO graduates from your program have done after residency?”
  Look for specific names and outcomes, not just “We’re open to DOs.”

2. Are there any questions I should avoid asking during OB GYN residency interviews?
Avoid questions that:

• Are easily found on the website (basic salary, benefits, simple rotation schedule)
• Sound like you’re more interested in time off than training (e.g., “How many vacation days can I string together to travel?”)
• Put residents on the spot to criticize individuals (e.g., “Who are the worst attendings here?”)

Instead, ask higher-level, professional versions:

• “How does the program handle conflicts or feedback when residents have concerns about a supervising physician?”

3. How many questions should I ask each interviewer?
Typically:

• 2–3 thoughtful questions for a 15–20 minute interview
• 3–5 for a longer 30-minute block

Prioritize your most important questions first. It’s better to ask a few meaningful questions than to rush through a long list.

4. How can I show interest in OB GYN subspecialties without sounding like I’ve already ruled out general practice?
Frame it as exploration, not a fixed decision:

• “I’m very interested in eventually developing strong skills in high-risk obstetrics and complex gynecologic surgery. I’m still open to both general practice and fellowship, but I’d love to hear how your program supports residents who are exploring these paths.”
  This reassures programs you’ll be productive regardless of where you land while still seeking realistic information about fellowship opportunities.

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By approaching your interviews with a clear strategy and tailored, thoughtful questions, you’ll do more than just “check the box” on polite conversation. You’ll demonstrate maturity as a DO graduate entering the OB GYN field—and you’ll gather the nuanced information you need to build a rank list that sets you up for a fulfilling, sustainable career in obstetrics and gynecology.