Top Questions MD Graduates Should Ask for OB GYN Residency Success

Understanding Why Your Questions Matter

As an MD graduate applying for OB GYN residency, the questions you ask programs are nearly as important as the answers you give. Strong, thoughtful questions signal that you:

• Understand the realities of an OB GYN residency
• Have done your homework on the program
• Are thinking ahead to your career goals
• Care about fit, not just matching anywhere

In the allopathic medical school match, programs want residents who will thrive in their environment, contribute to the team, and stay for all four years. Your questions help you determine whether a program can actually support your goals in obstetrics and gynecology—and they help the program see you as a mature, intentional candidate.

This guide focuses on high-yield, targeted questions to ask programs—including what to ask program directors, residents, coordinators, and even yourself—specifically tailored to an MD graduate pursuing an OB GYN residency.

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Strategy First: How to Approach Asking Questions

Before diving into specific questions, it helps to have a framework so you’re intentional and efficient during each interview and social event.

1. Know Your Personal Priorities

For the obstetrics match, every MD graduate will weigh these differently:

• OB vs GYN balance: Do you want a heavy L&D exposure, or more surgical GYN cases?
• Academic vs community: Are you aiming for fellowship, research, or a clinically focused career?
• Location & lifestyle: Family needs, cost of living, support systems.
• Case volume & autonomy: Hands-on early? Or more graduated responsibility?
• Special interests: MFM, REI, MIGS, Gyn Onc, Family Planning, global health, advocacy, medical education.

Write down 5–7 priorities before interview season. Then tailor your questions to evaluate these consistently across programs.

2. Prepare Program-Specific Questions

Generic questions are forgettable. For each program, use their website, Doximity, FREIDA, and social media to create 3–5 targeted questions, such as:

• “I noticed your residents present at ACOG annually—what kind of support do they receive for research projects?”
• “Your program lists a strong family planning curriculum—how is that integrated into the PGY-1 and PGY-2 years?”

This level of specificity sets you apart in any allopathic medical school match.

3. Match Your Question to the Person

Think in terms of who you’re speaking to:

• Program Director (PD) – vision, culture, evaluation, remediation, big-picture philosophy
• Associate PD / Core Faculty – curriculum, teaching, research, mentorship
• Current Residents – actual day-to-day life, call, wellness, support, morale
• Program Coordinator – logistics, scheduling, institutional support, visa issues (if relevant)
• Chair / Department Leadership – stability, growth, institutional priorities, resources

The same question will sound very different—and yield different insights—depending on who you ask.

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High-Yield Questions to Ask the Program Director

You’ll often have a limited, focused window with the PD. Use it to understand their philosophy, expectations, and support. These are strong examples of what to ask a program director in OB GYN.

A. Training Philosophy & Culture

1. “How would you describe the type of OB GYN you’re trying to train by the end of residency?”

   • Why it’s useful: Reveals whether they emphasize generalist practice, fellowship preparation, community leadership, advocacy, or research.

2. “If I asked your current residents to describe this program’s culture in three words, what do you think they’d say?”

   • Listen for: Collegial vs competitive; supportive vs sink-or-swim; stability vs frequent turnover.

3. “What changes have you made to the program in the last 3–5 years, and what changes do you anticipate in the next few years?”

   • This shows whether they’re responsive to feedback and where the program is heading.

B. Clinical Exposure & Graduated Autonomy

4. “How do you balance supervision with resident autonomy, especially on labor and delivery and in the OR?”

   • You want specifics: early involvement, chief year responsibilities, ability to operate as primary surgeon.

5. “What systems are in place to ensure residents meet their case minimums across OB, gyn surgery, family planning, and continuity clinic?”

   • Important in OB GYN, where case volume and procedural exposure vary widely.

C. Education, Evaluation, and Support

6. “How do you approach resident feedback—both giving it and receiving it?”

   • Strong programs have structured, frequent, and bidirectional feedback.

7. “When a resident is struggling—academically, clinically, or personally—what does support look like here?”

   • Look for concrete examples, not vague reassurance.

8. “Can you describe how residents are prepared for the written and oral OB GYN boards?”

   • For an MD graduate, this matters for long-term career security and competitiveness.

D. Fellowship, Careers, and Outcomes

9. “For graduates who pursue fellowship, what specialties have they matched into recently, and how does the program support that process?”

   • Especially relevant if you’re considering MFM, REI, Gyn Onc, MIGS, or Family Planning.

10. “For residents interested in generalist practice, what types of jobs do they obtain, and how prepared do they feel for independent practice?”

    • This helps gauge readiness after residency and breadth of training.

11. “When you look at your graduates, what are you most proud of?”

    • A subtle way to understand the PD’s values.

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Key Questions for Residents: Real-Life Training & Lifestyle

Your most unfiltered insights often come from residents. This is where you ask the interview questions for them that you won’t ask leadership as directly.

A. Day-to-Day Life and Workload

1. “Can you walk me through a typical day as an intern on L&D? On a GYN rotation?”

   • You want details about patient load, pace, supervision, and how much scut work vs meaningful education there is.

2. “How many hours do you actually work in a typical week, and how often do you hit the 80-hour limit?”

   • Compare across programs; chronic 80-hour weeks may signal burnout risk.

3. “How does night float or call work here, and what does a typical call shift look like?”

   • OB GYN can be intense overnight; understand how safe and sustainable their system feels.

4. “Do you feel that your time in clinic, on L&D, and in the OR is balanced in a way that matches your goals?”

   • You want to see whether residents feel shortchanged in any domain.

B. Culture, Support, and Wellness

5. “What kind of resident supports resident here—formally and informally?”

   • Mentorship, buddy systems, wellness days, mental health access, backup call, etc.

6. “How do residents relate to each other? Do people socialize outside of work?”

   • Listen for genuine connection vs survival mode.

7. “Have there been any recent major stressors or changes in the program or hospital, and how did leadership handle them?”

   • Reveals transparency and resilience during crises (e.g., staffing shortages, leadership turnover).

8. “Do you feel comfortable raising concerns to leadership? When residents have, how has the program responded?”

   • Lack of psychological safety is a red flag.

C. Training Quality and Confidence

9. “Do senior residents feel confident managing complicated OB cases—e.g., severe preeclampsia, shoulder dystocia, VBACs, postpartum hemorrhage?”

   • You want to know if graduates can manage high-acuity OB independently.

10. “By the time chiefs graduate, how comfortable are they with common GYN surgeries like TLHs, TVHs, laparoscopic cystectomies, and hysterectomies?”

    • Surgical confidence is a core outcome of an OB GYN residency.

11. “How often do you scrub as the primary surgeon vs first assistant on major cases?”

    • Watch for early and progressive surgical involvement.

D. Fellowship, Research, and Career Mentorship

12. “If someone is interested in fellowship, what does support look like—research, letters, connections, time for interviews?”

    • Ask for recent examples of people who matched into what you’re interested in.

13. “For those planning to be generalists, do they feel they got enough experience in community-type settings and continuity practice?”

    • Important if you’re considering private practice or rural/community work.

14. “How easy is it to get involved in research or quality improvement, and how early can you start?”

    • In many OB GYN programs, structured research time is limited; find out the reality.

E. Red-Flag Check

15. “If you could change one thing about this program, what would it be?”

    • Pay attention to what multiple residents say.

16. “Have any residents left the program or transferred recently? If so, do you know why?”

    • Some attrition is normal, but patterns are meaningful.

These are among the most important questions to ask residency teams because residents’ lived experience often differs from official messaging.

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Targeted Questions by Theme: Clinical, Educational, and Lifestyle

To organize your OB GYN residency interviews, it helps to group your questions by content area. This also prevents you from asking the same thing repeatedly to different people.

1. Labor & Delivery and OB Care

OB is a core reason many applicants choose this specialty. Clarify L&D structure and philosophy.

• “How is your L&D structured—are OB and midwifery services integrated, and what is the resident’s role in that model?”
• “What is the typical number of deliveries a resident manages per shift, and how does this change from PGY-1 to PGY-4?”
• “How are complicated OB cases and OB emergencies used as learning opportunities for residents?”
• “What is your approach to TOLAC/VBAC, and how are residents trained to manage those safely?”

These questions help you evaluate whether the program aligns with your desired practice style—high-risk academic OB, more low-intervention OB, or a balanced mix.

2. GYN Surgery, MIGS, and Subspecialty Exposure

Surgical exposure varies widely among OB GYN residencies.

• “What is the approximate volume of hysterectomies and laparoscopic procedures per resident by graduation?”
• “How early do residents begin performing laparoscopic and vaginal hysterectomies as primary surgeon?”
• “How often do residents get to work with MIGS specialists or use robotic surgery, and are there any barriers to resident involvement in robotic cases?”
• “How is the Gyn Onc and REI exposure structured? Do residents participate in complex case decision-making, not just the OR?”

If you aim for a surgically heavy career, clarify both case volume and resident role (first assist vs primary surgeon).

3. Family Planning and Reproductive Health

Family planning training can be politically and institutionally sensitive, and it’s important to understand what you’ll actually learn.

• “Can you describe the family planning curriculum—clinical exposure to contraception, miscarriage management, and abortion care (where legal)?”
• “How do you handle training in states or institutions where abortion is restricted—do residents have away rotations or simulation experiences to meet competency?”
• “Are residents supported if they want additional training in family planning, fellowships, or advocacy?”

These questions are critical both ethically and for your clinical preparedness.

4. Research and Scholarly Activity

For MD graduates, especially from allopathic medical schools with strong research exposure, the ability to continue scholarship can be a major factor.

• “Is research participation expected, encouraged, or optional here? How many residents typically present at conferences each year?”
• “Is there protected research time, and in which years?”
• “How are mentors matched with residents who have specific research or fellowship interests?”

If you’re eyeing competitive fellowships (MFM, REI, Gyn Onc), strong research support is a plus.

5. Wellness, Benefits, and Life Outside the Hospital

Burnout is real in OB GYN. Programs differ significantly in how they approach wellness.

• “What formal wellness initiatives exist beyond just saying ‘we care about wellness’?”
• “How is vacation scheduled, and is it reliably protected?”
• “How does the program handle medical leave, parental leave, or unexpected crises?”
• “How affordable is it to live here on a resident salary, and where do residents typically live?”

You are training for four intense years; fit with the city and lifestyle matters.

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Tactical Tips: Using Your Questions to Stand Out

Beyond what you ask, how you ask can shape how you’re perceived and how useful the answers are.

1. Turn Statements into Questions

Instead of:
“I’m really interested in MIGS and see you have a strong division.”

Try:
“I’m really interested in MIGS and saw that your division is quite active. How are residents integrated into MIGS cases and clinics across the four years?”

This shows you’ve done your research and connects it directly to your training.

2. Ask Comparative or Longitudinal Questions

• “How has your case volume or patient population changed over the last 5–10 years?”
• “Have there been any recent changes to call structure, and how do residents feel about the new system?”

These questions reveal trajectory and responsiveness, not just snapshots.

3. Avoid Questions You Could Easily Google

Don’t ask: “How many residents do you match each year?” if it’s on the website.
Do ask:

• “Your website mentions X new clinic—how has that changed resident exposure or workflow?”

This respects their time and signals diligence.

4. Have a Backup Bank of Questions

Some interviewers will answer two of your prepared questions while talking. Keep a written list of 8–10 strong questions so you’re never stuck when they ask, “Any other questions for me?”

5. Use End-of-Interview “Closer” Questions

A thoughtful final question can leave a strong impression:

• “Is there anything you wish applicants better understood about training here?”
• “Based on what you know of me so far, do you see ways I might particularly thrive or contribute in your program?” (if you’re comfortable being direct)

This reinforces that you’re thinking about mutual fit, not just a rank list score.

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Common Mistakes to Avoid When Asking Questions

Even well-prepared MD graduates fall into some of these traps during OB GYN residency interviews.

1. Only asking about lifestyle or time off

   • Important, yes—but if that’s all you ask, programs may question your work ethic or commitment.

2. Sounding like you’re cross-examining the program

   • You want to be thorough, but maintain a collaborative tone: “Can you help me understand…” instead of “Why don’t you…”

3. Asking about salary or moonlighting too early in the day

   • Necessary topics, but better for resident chats, socials, or late in the interview once rapport has been built.

4. Repeating the same question verbatim to multiple interviewers

   • You can explore the same theme, but vary your angle: ask residents about lived experience, PD about policy, faculty about teaching approach.

5. Forgetting to listen actively

   • Take brief notes right after each interview so you can remember who said what. This will help you compare programs post-interview and craft personalized post-interview communication, if you choose to send it.

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Putting It All Together: Building Your Personalized Question List

To prepare for your OB GYN residency interviews, especially as an MD graduate from an allopathic medical school, build a simple template:

1. Core Questions You’ll Ask Almost Everywhere

   • 2–3 for the PD (training philosophy, support, outcomes)
   • 3–5 for residents (day-to-day, culture, workload, support)
   • 1–2 for faculty (education, surgical exposure)

2. Program-Specific Questions

   • 3–5 pulled from their website or materials (new rotations, unique tracks, subspecialty strengths).

3. Backup/Overflow Questions

   • 5–7 more general but thoughtful questions for when conversations move quickly or an interviewer answers your initial list.

Organize this in a document or spreadsheet you update for each program. After each interview day, add quick impressions on:

• OB vs GYN balance
• Culture and resident happiness
• Surgical and OB autonomy
• Fellowship and career support
• Overall “gut feeling”

Your questions are not just an obligation—they are one of your strongest tools for navigating the obstetrics match and finding an OB GYN residency where you can grow into the physician you want to become.

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FAQs: Questions to Ask Programs for MD Graduates in OB GYN

1. How many questions should I ask each interviewer?

Aim for 2–4 questions per interviewer, depending on the length of the interview. Have more prepared than you need, and prioritize the ones that will best help you evaluate fit. Don’t feel obligated to “use them all” if the conversation flows naturally and some questions get answered organically.

2. What are the best questions to ask a program director specifically?

High-yield what to ask program director topics include:

• Their vision for the program and the type of OB GYN they’re training
• How they support struggling residents
• How they prepare residents for boards and independent practice
• Recent and planned program changes
• Outcomes for graduates (fellowship and generalist jobs)

These probe leadership style, program stability, and long-term training quality.

3. Is it okay to ask tough questions about burnout, attrition, or abortion training?

Yes—but tailor the tone and audience. Ask residents candidly about workload, burnout, and attrition. With leadership, frame tough topics constructively:

• “How does the program monitor for and respond to resident burnout?”
• “How do you ensure adequate training in comprehensive reproductive health given the legal landscape in this state?”
  You’re evaluating your future home; thoughtful, respectful questions are appropriate.

4. Should I ask the same questions at every OB GYN residency program?

Ask similar themes at each program (e.g., autonomy, OB vs GYN balance, support, fellowship outcomes) so you can compare, but customize wording and focus. For example, a program known for strong MFM might get more high-risk OB questions, while a community-based program might get more questions about generalist preparedness and surgical independence. This balance lets you gather comparable data while still showing genuine, program-specific interest.