Essential Questions MD Graduates Should Ask for Orthopedic Surgery Residency

Preparing thoughtful questions to ask programs is one of the most powerful—and underused—tools an MD graduate can bring to an orthopedic surgery residency interview. Strong questions signal maturity, insight into the specialty, and genuine interest in the program. They also help you evaluate whether a program’s training environment, culture, and outcomes truly fit your goals.

Below is a comprehensive guide to what to ask program directors, faculty, and residents in orthopedic surgery, including sample wording, red flags, and how to adapt questions to your situation as an MD graduate applying to an allopathic medical school match.

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Why Your Questions Matter in the Ortho Match

Orthopedic surgery is highly competitive and demanding. As an MD graduate pursuing an orthopedic surgery residency, you are not just trying to match—you’re trying to match where you can thrive.

Your questions accomplish three things:

1. Showcase insight and preparation
   Program directors quickly distinguish between generic “interview questions for them” and those tailored to orthopedic training, case mix, and your specific interests.

2. Help you compare programs beyond the brochure
   On paper, almost every orthopedic surgery residency program sounds strong. Your questions help reveal:

   • Day-to-day realities
   • Resident workload and support
   • Faculty-resident dynamics
   • Graduates’ fellowship and career outcomes

3. Clarify whether the program fits you
   Good questions tell you:

   • Will you get enough operative experience?
   • Is there time and support for research?
   • How do they treat interns and junior residents?
   • Is the culture one where you can learn and grow, not just survive?

Think of your question list as part of your strategy in the allopathic medical school match process, not an afterthought.

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Core Principles for Asking Strong Questions

Before diving into specific questions to ask programs, keep these general principles in mind:

1. Be Specific, Not Generic

Instead of:

• “What makes your program unique?”

Try:

• “What aspects of your orthopedic surgery residency training do you feel are most distinctive compared to other programs in the region—particularly in operative volume or early hands-on experience?”

Specificity shows you understand how residency programs differ in meaningful ways.

2. Tailor Questions to the Person

• Program Director (PD): Big-picture vision, curriculum, outcomes, institutional changes.
• Faculty: Teaching style, subspecialty training, operative autonomy.
• Residents (especially juniors): Day-to-day life, call, workload, culture.
• Chiefs/Seniors: Surgical maturity, fellowship preparation, leadership opportunities.

The same question asked to different groups can yield different—and very revealing—answers.

3. Avoid Questions You Can Answer with a Basic Search

Don’t ask:

• “How many residents do you take each year?”
• “What are your core rotations?”

Those should be on the website. Use your limited time for questions that give you insight into how the program functions, not just how it’s structured.

4. Ask Open-Ended, Behavior-Focused Questions

You want stories, examples, and specifics, not rehearsed talking points.

For example:

• “Can you tell me about a time the program adjusted something based on resident feedback?”
• “Can you walk me through how a typical consult on call is handled by an intern versus a senior?”

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High-Yield Questions to Ask the Program Director

When you think about what to ask a program director in orthopedic surgery, focus on vision, outcomes, and resident support. These are areas the PD directly influences.

1. Training Philosophy & Program Vision

Sample questions:

• “How would you describe your overall training philosophy for this orthopedic surgery residency? For example, do you prioritize early operative autonomy, graded responsibility, subspecialty exposure, or research?”
• “What are the most important qualities you’re trying to cultivate in your graduates by the end of residency?”
• “How has your vision for the program changed in the last 3–5 years, and what changes are you planning going forward?”

What you’re listening for:

• A clear, coherent philosophy (e.g., operative autonomy, academic productivity, community-focused training).
• Evidence that the program evolves and responds to changing educational needs.

Red flags:

• Vague, generic answers.
• No examples of recent changes or improvements.

2. Operative Volume & Autonomy

As an MD graduate targeting orthopedic surgery, your core training concern is case volume and autonomy, particularly by PGY-3 to PGY-5.

Sample questions:

• “How do you balance patient safety and supervision with providing residents progressive surgical autonomy?”
• “Can you describe the typical operative exposure for a PGY-2 vs. PGY-4 on core services like trauma or joints?”
• “Do residents routinely meet or exceed the required ACGME case minimums? In which subspecialties do you see the greatest strength in volume?”

Follow-up questions:

• “Are there any subspecialty areas where residents need to be proactive to ensure sufficient case numbers?”
• “How often, if ever, have residents had difficulty meeting case minimums?”

Red flags:

• Evasive answers about case logs.
• Over-reliance on fellows that might limit resident autonomy without clear structure.

3. Fellowship & Career Outcomes

For many applicants, the ortho match is a stepping stone to fellowship training. You want to know where graduates land.

Sample questions:

• “Where have your graduates gone over the last few years in terms of fellowships and practice settings?”
• “How involved is the program leadership in helping residents obtain competitive fellowships—both academic and private practice–oriented?”
• “Are there trends you’re seeing in the types of fellowships residents pursue from your program?”

What you’re listening for:

• Concrete examples: “Last year we had graduates match into sports at X and Y, trauma at Z, pediatrics at …”
• PD involvement in mentoring, letter writing, and networking.

Red flags:

• Vague, non-specific responses about outcomes.
• No clear tracking of graduate destinations.

4. Resident Support, Wellness, and Remediation

Orthopedic surgery is physically and mentally demanding; support systems matter.

Sample questions:

• “How does the program support residents who are struggling—academically, clinically, or personally?”
• “Have you had residents who needed remediation or time off? How was that handled, and were they able to successfully complete the program?”
• “What measures have you implemented to protect against resident burnout, particularly during high-intensity rotations like trauma?”

What you’re listening for:

• Specific processes (mentorship, remediation plans, access to counseling).
• A non-punitive, supportive approach.

Red flags:

• “We don’t really have those issues here.”
• Responses that focus only on compliance, not true support.

5. Program Changes, Growth, and Institutional Stability

Program stability is especially important to MD graduates planning for five or more years in one institution.

Sample questions:

• “Have there been any significant changes recently in hospital leadership, program leadership, or faculty that might impact resident education?”
• “Are there any major upcoming changes—new rotations, site closures/openings, mergers—that applicants should be aware of?”
• “How have you incorporated resident feedback into program changes in the last couple of years?”

Red flags:

• High recent turnover of core faculty.
• Major unaddressed structural issues (loss of key rotations, fellowships, or case volume).

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High-Yield Questions to Ask Faculty Interviewers

Faculty can offer a perspective that blends big-picture program strengths with practical realities of the OR, clinics, and call.

1. Teaching and Supervision Style

Sample questions:

• “How would you describe your approach to teaching in the OR for junior vs. senior residents?”
• “At what level do you typically expect residents to start leading major portions of cases in your subspecialty?”
• “Can you give an example of how you’ve helped a resident who was struggling with a particular operative skill?”

What you’re listening for:

• Willingness to teach, not just operate.
• Understanding of graded responsibility.
• Respect for resident learning curves.

2. Role of Fellows vs. Residents

Fellowships can either enrich or dilute resident experience.

Sample questions:

• “How do fellows and residents share cases in your subspecialty service?”
• “Are there types of cases typically reserved for fellows, and how do residents still get sufficient exposure?”
• “Have residents ever reported concerns about losing cases to fellows, and how has the program addressed that?”

Red flags:

• Faculty openly acknowledging frequent case conflicts with fellows without clear solutions.
• Heavy reliance on fellows for bread-and-butter cases.

3. Research, Mentorship, and Career Development

Sample questions:

• “What opportunities currently exist for residents interested in research in your subspecialty, and how accessible are mentors?”
• “Are there structured ways residents can get involved in projects early in PGY-1 or PGY-2?”
• “How do you help residents who are deciding between fellowship options in your field?”

What you’re listening for:

• Concrete descriptions of ongoing projects.
• Willingness to involve residents meaningfully (not just for data entry or chart review).
• Evidence of longitudinal mentorship.

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High-Yield Questions to Ask Residents (Your Most Important Source)

The most candid and practical information usually comes from current residents, especially during informal sessions, preinterview dinners, or breakout rooms.

1. Day-to-Day Reality & Workload

Sample questions:

• “Walk me through a typical day for a PGY-1 on ortho vs. off-service rotations.”
• “How much of your time is spent in the OR vs. floor work, clinic, and consults at different PGY levels?”
• “How is call structured? How many calls per month does a typical PGY-2 or PGY-3 take, and what does a busy call look like here?”

Follow-up questions:

• “What are the hardest rotations here and why?”
• “Do you feel the workload is heavy but educational, or heavy and mostly scut?”

Red flags:

• Residents describing chronic non-educational scut work.
• No clear system for protecting OR or clinic time.

2. Culture, Camaraderie, and Support

Culture often matters more than prestige in determining your quality of life and growth.

Sample questions:

• “How would you describe the resident culture here—both during the workday and outside of work?”
• “When someone is having a hard month (personal or professional), how do co-residents typically respond?”
• “Do you feel comfortable reaching out to seniors and attendings when you need help?”

What you’re listening for:

• Genuine camaraderie vs. buzzwords like “we’re a family” without examples.
• Concrete stories: group activities, seniors backing up juniors, faculty support.

Red flags:

• Residents regularly undercutting or competing in unhealthy ways.
• Descriptions of a “sink or swim” mentality without meaningful guidance.

3. Resident Input and Program Responsiveness

Sample questions:

• “Can you think of a specific example where resident feedback led to a real change in the program?”
• “How often do residents meet with leadership to discuss concerns or ideas?”
• “Do you feel comfortable being honest about problems without fear of retaliation?”

Red flags:

• Residents saying they don’t bother providing feedback.
• Leadership perceived as dismissive or defensive.

4. Operative Experience & Autonomy (Resident-Level View)

Sample questions:

• “By the time you were a PGY-3, what kinds of cases were you comfortable performing significant portions of?”
• “Do you feel your level of independence in the OR is appropriate for your training level?”
• “Are there subspecialties where residents feel particularly strong or relatively weaker?”

What you’re listening for:

• Honest appraisal of strengths and gaps.
• Residents who feel like true learners in the OR, not retractors.

5. Fellowship and Job Placement (Resident Perspective)

Sample questions:

• “How actively do attendings and the PD help residents with fellowship applications—letters, calls, networking?”
• “Have residents ever felt they needed to go outside the program for fellowship mentorship?”
• “How satisfied were recent grads with their fellowship or job placement?”

6. Life Outside the Hospital

Sample questions:

• “Is it feasible to maintain a life outside of residency here—family, relationships, hobbies?”
• “How is the cost of living and commute for where most residents live?”
• “Do residents generally feel the environment is sustainable over five years?”

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Specialty-Specific Questions for Orthopedic Surgery

Beyond general residency topics, as an MD graduate targeting orthopedic surgery residency, you should ask questions that reflect understanding of the field’s unique features.

1. Trauma and Emergency Orthopedics

Sample questions:

• “How heavy is the orthopedic trauma volume, and how is it distributed among residents by PGY year?”
• “Is there 24/7 in-house attending coverage, or do residents lead initial management with backup?”
• “Do you feel your trauma experience prepares you well for either trauma fellowship or general ortho practice in community settings?”

2. Subspecialty Exposure

Key areas:

• Sports
• Joints (arthroplasty)
• Spine
• Hand/Upper extremity
• Pediatrics
• Oncology
• Foot & ankle

Sample questions:

• “How is subspecialty exposure distributed—are there dedicated blocks, or integrated experiences across multiple years?”
• “Are there any subspecialties where residents need to seek away electives or external rotations to get adequate exposure?”
• “For residents not pursuing fellowship, do you feel the general ortho training here covers enough across subspecialties to practice comfortably?”

3. Clinics vs. OR Time

Orthopedic practice is clinic-heavy in the real world; you want both operative and clinic skills.

Sample questions:

• “How much time do residents typically spend in clinic during each year, and what’s their level of responsibility in seeing and managing patients?”
• “Do residents get continuity clinic experience with their own patient panel, especially in later years?”
• “How do you balance service needs (notes, orders) with meaningful learning in clinic?”

4. Musculoskeletal Radiology & Perioperative Management

Sample questions:

• “What kind of formal or informal training do residents receive in interpreting musculoskeletal imaging—MRI, CT, ultrasound?”
• “How involved are residents in perioperative management decisions—DVT prophylaxis, pain control, anticoagulation, medical optimization?”
• “Do you have structured teaching around imaging and perioperative care, or is it mostly learned on the job?”

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How to Organize and Use Your Questions Strategically

1. Prepare a Master List, Then Prioritize

• Start with a long list of questions to ask residency programs across all interviews.
• Before each interview day, narrow to:
  • 3–4 questions for the PD
  • 2–3 questions for each faculty interviewer
  • 5–6 questions for residents

Make sure you don’t repeat the same question to the same person (especially the PD) if it’s already been answered in a group session.

2. Adapt as the Day Unfolds

• Cross off questions that are already answered in the program overview or by another interviewer.
• Add follow-up questions based on what you hear; this shows genuine engagement.

3. Take Brief Notes After Each Session

Right after your interview day:

• Jot down key responses, especially where programs differ.
• Note any red flags or major positives related to:
  • Operative autonomy
  • Culture
  • Fellowship placement
  • Support for residents

These notes will be crucial when building your rank list.

4. Avoid Question “Traps”

Some questions can unintentionally backfire, for example:

• “Where do you think I’d rank on your list?” (Unprofessional, puts interviewer in a difficult position.)
• “How easy is it to moonlight?” (Signals focus on money/hours more than training, unless asked very tactfully.)
• “What’s the worst part of your program?” (Too blunt; reframe as, “What are you working on improving?”)

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FAQs: Questions to Ask Programs for MD Graduate in Orthopedic Surgery

1. How many questions should I ask in each interview?
Aim for:

• 1–2 thoughtful questions per faculty or PD interview (time-limited).
• More extensive questioning for residents during informal sessions (they often expect and welcome multiple questions).
  Quality matters more than quantity; avoid rapid-fire interrogation.

2. What if all my planned questions were already answered?
Use adaptive, reflective questions such as:

• “Earlier you mentioned [X change in the curriculum]. Could you give an example of how that has affected PGY-2 or PGY-3 training?”
• “You spoke about strong trauma exposure—how do you see that translating to residents’ comfort managing complex fractures after graduation?”

This shows you listened and are processing information at a deeper level.

3. Is it okay to ask about work hours and duty hour compliance?
Yes—just frame it professionally:

• “How well do you feel the program balances intense operative and trauma experience with duty hour compliance and resident wellness?”
• “Have residents found any rotations particularly challenging from a duty hours standpoint, and how has leadership responded?”

Avoid sounding like you’re mainly looking for the least demanding program.

4. Should I ask the same questions at every orthopedic surgery residency?
Have a core set of comparison questions (case volume, autonomy, fellowship outcomes), but tailor many questions to:

• The program’s strengths (e.g., known for sports vs. trauma).
• Your background and goals.
• What you’ve learned from their website and pre-interview materials.

This balance helps you compare programs fairly while demonstrating genuine, individualized interest in each.

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Thoughtful, well-prepared questions are one of your best tools as an MD graduate navigating the orthopedic surgery residency application process. Use them not only to impress programs, but to make sure that, once the allopathic medical school match results arrive, you end up where you can become the kind of orthopedic surgeon you aspire to be.