Essential Questions to Ask During Your General Surgery Residency Interviews

Preparing strong questions to ask programs is one of the most underrated parts of the general surgery residency interview process. Thoughtful, specific questions do more than “show interest”—they help you determine whether a program’s training environment, operative experience, and culture actually fit your goals and needs.

This guide walks you through exactly what to ask, whom to ask, and how to interpret the answers—with a special focus on general surgery residency and the surgery residency match. Use it as a blueprint to build your own customized list of interview questions for them: program directors, faculty, and residents.

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Why Your Questions Matter So Much in General Surgery

General surgery training is uniquely demanding: long hours, steep learning curves, and high expectations for autonomy and technical skill. Because of this, the questions you ask residency programs are not just a formality. They are one of your most powerful tools for:

• Assessing operative experience and autonomy
• Understanding program culture and support systems
• Evaluating readiness for fellowship vs. independent practice
• Identifying red flags before you rank programs
• Clarifying expectations around call, hours, and evaluation

In a competitive surgery residency match, strong questions show you understand what general surgery residency really entails and that you are thinking like a future surgical colleague.

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Strategy First: How to Build a Smart Question List

Before we dive into specific questions to ask residency programs, it helps to have a framework.

1. Know Your Priorities

Different applicants value different things:

• High operative volume vs. more didactic-heavy training
• Strong research infrastructure vs. faster path to the OR
• Academic vs. community practice preparation
• Rigid structure vs. more flexibility in electives and research

Rank your top 3–5 priorities. Then target your questions to those themes so you’re not asking random “filler” questions.

2. Ask the Right Person the Right Question

Not every question should go to the program director. As you prepare your interview questions for them, think about who can give you the most honest and insightful answer:

• Program Director (PD) / Chair
  • Vision, curriculum, program changes, outcomes, and institutional priorities.
• Faculty
  • Operative autonomy, teaching philosophy, fellow–resident dynamics, clinical practices.
• Chief & Senior Residents
  • Actual case volume, autonomy, fellowship preparation, workload reality.
• Interns & Juniors
  • Transitions into residency, support, education quality, day-to-day work.

You can ask similar questions to multiple people and compare responses—this is especially revealing.

3. Avoid Easily Googleable Questions

Don’t waste time on questions clearly answered on the website (e.g., “How many residents per year?” or “Do you have night float?”). Use that time for higher-yield, program-specific questions.

If needed, you can say:

“I saw on your website that you use a night float system. Could you tell me what that looks like for juniors vs seniors and how it impacts operative exposure?”

This shows preparation and moves the conversation deeper.

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Core Domains: What to Ask in a General Surgery Residency Interview

Below is a structured set of questions to ask programs in general surgery, grouped by topic. You won’t ask all of these at every interview—but this bank allows you to build a tailored question set for each program.

A. Operative Experience and Autonomy

For general surgery, this is central. You are training to be a surgeon, not only a note-writer.

Questions for Program Director or Faculty

• “How would you describe the progression of operative autonomy from PGY-1 to PGY-5 in this program?”
• “Where do your residents typically fall along the spectrum of ‘early responsibility with supervision’ vs ‘slower increase in independence’? How intentional is that structure?”
• “Are there particular rotations or services that are known for especially strong operative exposure or autonomy?”

Questions for Senior Residents

• “Can you walk me through a typical week on a high-volume service—how much of your time is spent in the OR vs. floor/ICU vs. clinic?”
• “As a chief, what kinds of cases do you feel completely comfortable performing independently, and are there any areas where you wish you had more experience?”
• “Do you feel there are enough index cases for everyone to graduate confident in bread‑and‑butter general surgery?”

What to listen for

• Clear, structured progression of responsibility (not vague “you’ll get autonomy eventually”).
• Residents describing ownership of cases, not just assisting.
• Confirmation that operative logs comfortably exceed minimum requirements, especially in core general surgery procedures.

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B. Case Volume, Case Mix, and Fellow Presence

Case numbers and variety are critical, but the distribution of cases and the presence of fellows can shift resident experience.

Questions for Program Director / Faculty

• “How do you ensure residents get sufficient exposure to core general surgery cases amidst growing subspecialization (e.g., MIS, HPB, colorectal, surgical oncology)?”
• “In services with fellows, how is case allocation managed between fellows and residents?”
• “Have you noticed any trends in case volume or case mix over the past several years, and how has the program responded?”

Questions for Residents

• “Do you ever feel like you’re competing with fellows for cases? How is that handled in practice?”
• “Are there any areas of general surgery where residents feel particularly strong or, conversely, wish they had more cases?”
• “By what point in residency did you feel truly comfortable doing common procedures (e.g., lap chole, hernia repairs, appendectomies) with minimal guidance?”

Red flags

• Residents consistently saying, “Fellows get most of the good cases,” with no evidence of structural balance.
• Vague or defensive answers about insufficient volume or frequent attending-only cases without residents.

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C. Education, Simulation, and Feedback

Surgical skills require repetitive, structured practice—both in and out of the OR.

Questions for Program Leadership

• “Can you describe your formal didactic curriculum—how often, protected time, and who teaches?”
• “What simulation resources are available (laparoscopic, robotic, open skills labs), and how are they integrated into the curriculum rather than just optional?”
• “How is formative feedback delivered to residents on clinical and operative performance? Is there a structured evaluation system that residents actually find useful?”

Questions for Residents

• “Does your formal teaching actually feel protected, or is it regularly interrupted by page/OR demands?”
• “Which aspects of the educational curriculum have you found most valuable? Anything that feels like ‘checkbox’ rather than meaningful?”
• “How often do you receive direct, specific feedback on your operative performance?”

What you want to hear

• Scheduled, protected conferences with genuine institutional support.
• Accessible simulation and skills training that residents actually use.
• Culture of real-time feedback rather than only end-of-rotation evaluations.

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D. Program Culture, Wellness, and Support

In general surgery, program culture can make the difference between growth and burnout. This is where your questions to ask residency should go beyond surface-level.

Questions for Residents (most important here)

• “How would you describe the overall culture of the program—more collaborative or hierarchical? Supportive or sink‑or‑swim?”
• “Can you share a time when a resident struggled or had a personal challenge? How did the program respond?”
• “Do residents socialize or support each other outside of work, or is it mostly people doing their own thing?”
• “How approachable are faculty when you’re unsure about something or need help in the OR?”

Questions for Program Director

• “What are you most proud of in your program’s culture, and what are you actively working to improve?”
• “How does the program support residents’ mental health and wellness beyond just listing resources? Are there any structural changes you’ve made over the last few years?”

Warning signs

• Residents visibly hesitate or laugh nervously when asked about culture.
• Comments like, “It’s tough, but that’s surgery,” without examples of support or advocacy.
• No mention of psychological safety or willingness to ask for help.

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E. Workload, Call, and Work–Life Integration

You already know general surgery is demanding; you want to understand how the workload is structured and whether it feels sustainable to those living it.

Questions for Residents

• “What does a typical week look like for you on a busy rotation—hours, call, weekends?”
• “Do you feel the 80-hour rule is respected overall? How does the program respond when violations occur?”
• “How manageable is it to take care of basic life tasks (appointments, groceries, family responsibilities) during a typical rotation?”
• “Are there particular rotations everyone dreads, and if so, have there been any recent changes to improve them?”

Questions for PD / Coordinator

• “How are call schedules structured across PGY years? Any night float or 24‑hour call?”
• “When excessive workload or systemic issues are identified, what mechanisms are in place to adjust services or staffing?”

What you’re assessing

• Whether residents feel heard when raising concerns.
• Whether intense periods are balanced by more reasonable rotations.
• Whether people appear tired but proud vs. exhausted and demoralized.

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F. Outcomes: Fellowship Placement, Careers, and Board Pass Rates

For many applicants, especially in general surgery, long-term outcomes are central: academic careers, fellowships, or community practice.

Questions for Program Director

• “Where have your graduates gone over the last 5 years—both in terms of fellowships and immediate practice?”
• “How does the program support residents who are interested in subspecialty fellowships vs. those aiming for community practice?”
• “What is your board pass rate (QE and CE) over the last 5–10 years, and what happens when a resident struggles academically?”

Questions for Senior Residents

• “Do you feel competitive for the fellowships you’re applying to?”
• “How many residents each year go straight into practice, and do they feel well prepared?”

What to look for

• Transparent data on fellowship and job placement.
• Evidence that both fellowship-bound and practice-bound residents are well supported.
• Concrete academic support for in-training exams and board preparation.

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G. Research, Academic Development, and Mentorship

Not every general surgery applicant wants an academic career—but the ability to explore research and build mentorship is valuable.

Questions for PD / Research Director

• “What are the expectations around research? Is there a required research year, optional year, or protected time within the clinical years?”
• “What types of research are commonly available—clinical outcomes, translational, quality improvement, education, global surgery?”
• “How do residents typically find mentors, and how early in training do they usually connect with them?”

Questions for Residents

• “Do you feel the program’s stated research opportunities are actually accessible in practice?”
• “For those who did a research year, did you feel supported financially and logistically?”
• “Are residents able to present at national meetings, and how does funding work for that?”

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H. Diversity, Inclusion, and Professional Development

You’ll spend five to seven years at your program; you want to know if you can thrive as a person, not just as a surgeon.

Questions for PD / Faculty

• “How does your program approach diversity and inclusion among residents and faculty?”
• “Are there structured mentorship programs for underrepresented or first-generation trainees?”

Questions for Residents

• “Do you feel the program is welcoming to people from different backgrounds, identities, and life circumstances?”
• “Are microaggressions, bias, or unprofessional behavior addressed in a meaningful way when they occur?”

Also consider asking about:

• Leadership training
• Teaching opportunities (for students, juniors)
• Professional development workshops (negotiation, contracts, wellness)

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I. Logistics: Rotations, Hospitals, and Location

These questions are more practical, but they matter over five years of your life.

Questions for Program Leadership

• “Could you walk me through the major rotations by PGY year and highlight anything unique about your structure?”
• “Do residents rotate at multiple hospitals or sites? How is transportation and parking handled?”
• “Are there opportunities for away electives (e.g., global surgery, rural surgery, subspecialty-focused electives)?”

Questions for Residents

• “How does it feel switching between different hospitals—are systems and expectations consistent?”
• “What’s it like to live in this city on a resident salary? Where do most residents live?”

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Tailoring Questions by Interviewer Type

You won’t have time to ask everything in every interview. Here’s a practical way to prioritize.

What to Ask the Program Director (PD)

When you think about what to ask program director specifically, focus on:

• Vision and direction of the program
• Structural issues (curriculum, rotations, evaluation)
• Outcomes and changes

High-yield PD questions

1. “What changes have you made to the program in the last 3–5 years, and what changes are you planning over the next few years?”
2. “How do you define success for your residents by the time they graduate?”
3. “When residents have raised concerns about workload, culture, or education, can you share an example of how you responded?”
4. “Is there anything unique about your program that you feel might not be obvious from the website or the day’s presentations?”

These questions show you’re thinking beyond the brochure and genuinely trying to understand the environment you’ll be training in.

What to Ask Faculty

Faculty can tell you how residents fit into clinical teams and how they view training.

Examples

• “How would you describe your teaching philosophy in the OR?”
• “How do you balance patient safety with escalating resident autonomy?”
• “From your perspective, what differentiates this general surgery residency from others you’ve worked with?”

What to Ask Residents

Residents should get the bulk of your detailed, practical questions. They’ll give you insight into:

• Day-to-day reality
• Culture and support
• How the program responds under stress

Examples

• “If you had to choose this program again, would you?”
• “What are 1–2 things you would change about the program if you could?”
• “What surprised you most—positively or negatively—after starting here?”

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How to Ask Questions Effectively (and Avoid Pitfalls)

The content of your questions matters, but how you ask matters too. Here’s how to make the most of your limited time.

1. Be Specific and Context-Aware

Instead of:

“How is your operative volume?”

Try:

“I saw that your program includes several high-acuity services, including trauma and HPB. How does that translate into operative experience by the time residents reach their chief year?”

This shows research and invites a nuanced answer.

2. Avoid Leading Questions

Avoid:

“You guys respect the 80-hour rule, right?”

Instead:

“How does the program monitor and respond to duty-hour concerns, and what’s been the experience over the last year?”

You’ll get a more honest, informative answer.

3. Don’t Interrogate—Have a Conversation

Ask a question, then listen carefully. Many applicants rush to fit in as many questions as possible and miss important details that are indirectly revealed.

If someone gives a vague answer, it’s fine to ask:

“Could you give an example of what that looks like day to day?”

4. Watch for Nonverbal Cues

Even in virtual interviews, body language and tone can reveal tension or discomfort—especially around issues like culture, duty hours, or support. If answers feel rehearsed or inconsistent, make a note and ask residents later in a casual setting (e.g., pre-interview social).

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Putting It All Together: Building Your Personal Question Bank

To make this guide actionable for your surgery residency match process:

1. Create a document or spreadsheet with headings matching the domains above:

   • Operative Experience
   • Case Volume & Fellows
   • Education & Feedback
   • Culture & Wellness
   • Workload & Call
   • Outcomes & Career Paths
   • Research & Mentorship
   • Diversity & Inclusion
   • Logistics & Location

2. Under each heading, list 3–5 questions you genuinely care about.

3. Before each interview, customize:

   • Cross out anything clearly answered on the website or during the formal presentation.
   • Add 1–2 program-specific questions based on their unique strengths or structure (e.g., trauma center designation, large VA presence, rural rotations).

4. During interview day:

   • Ask PD/faculty higher-level, structural questions.
   • Save nuanced, day-to-day questions for residents.

5. After the interview:

   • Immediately jot down what you heard, how people responded, and your gut feeling.
   • Note any red flags or especially positive signals to help with your rank list.

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Frequently Asked Questions (FAQ)

1. How many questions should I ask in each general surgery interview?

Typically:

• Program director / faculty interviews: 2–4 meaningful questions per 15–20 minute session.
• Resident sessions (panels or socials): You may ask more, but aim for quality over quantity.

Have a longer master list, but be ready to use just a handful of carefully chosen questions per encounter.

2. Is it okay to ask about work hours and lifestyle in a surgery residency interview?

Yes—and you should. In general surgery, these are critical to your well-being and training. Just frame them professionally:

“Could you tell me what a typical week looks like in terms of hours and call on your busiest rotations, and how the program supports residents during those periods?”

You’re not asking for “easy”; you’re asking for honest expectations and support structures.

3. Should I ask the same questions at every program?

Some foundational questions may be similar (e.g., culture, autonomy, outcomes), but you should tailor them to each program based on:

• Their website
• Their case mix
• Presence of fellows
• Location or structure

Programs quickly recognize generic, recycled questions. Tailoring demonstrates genuine interest and preparation.

4. Can I ask about fellowship placement even if I’m not sure I want a fellowship?

Absolutely. Understanding where graduates go tells you a lot about the program’s reputation, training quality, and flexibility. You might say:

“I’m still deciding between pursuing fellowship and entering practice directly. How does your program support residents along both of those pathways?”

This keeps options open while signaling long-term thinking.

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Thoughtful, well-placed questions are one of the most powerful tools you have as you navigate the general surgery residency match. Use them not just to impress programs, but to determine where you will become the surgeon—and person—you want to be.