How to Answer “Is There Anything Else You’d Like Us to Know?” in a Job Interview

“Is there anything else you’d like us to know about you?” is one of the most underestimated questions in hiring. It appears at the end of interviews, inside application-form free-text boxes, and as the “additional information” field on your resume and cover letter — and the majority of candidates waste it. They say “no, I think we covered everything,” type a brief afterthought, or repeat something already on the page. This guide reframes that prompt as a final, low-competition opportunity: a chance to close an evidence gap, reinforce fit, or leave the interviewer with a proof point they will still be thinking about when they write the debrief. You will get frameworks and strong sample answers for all three contexts, a clear look at what to avoid, and practical advice on how the resume’s additional-information section connects to the same strategy.

Why this question matters more than candidates realise

Hiring is not just about checking boxes. By the time an interviewer reaches “is there anything else you’d like us to know?”, they have heard your prepared answers, probed your background, and are forming a narrative about whether you belong in the role. This question is an invitation to shape that narrative one final time — and it arrives when almost every other candidate is in coast mode, mentally preparing their closing handshake. That creates a gap you can exploit.

The prompt appears in three distinct hiring contexts, each with its own purpose and audience. First, the interview closer: the hiring manager or panel gives you the floor with nothing left on their agenda. Second, the application-form free-text box: many employer portals include a 150-500 word field under labels like “Additional Comments,” “Tell us anything else we should know,” or “Is there anything you’d like to add?” Third, the resume or cover-letter additional-information section: a voluntary section at the foot of the document that recruiters rarely see used well. Understanding the difference between these three contexts is the foundation of a strong answer in any of them.

Candidates who treat the question as a courtesy — answering politely but briefly — leave value on the table. Candidates who treat it as an afterthought risk finishing on a flat note that undermines an otherwise strong interview. The candidates who win this moment do one of three things: they close a gap the earlier interview left open, they reinforce the single most relevant proof point for the role, or they add a memorable human detail that makes them easier to advocate for in the room afterwards. None of those require improvisation. All of them can be prepared in advance — and your preparation starts with understanding what the prompt is actually asking.

The right mindset: answer as a strategist, not a courtesy

Most candidates treat “is there anything else you’d like us to know about you?” as a social close — the conversational equivalent of “any questions for us?” They answer in good faith but without purpose. The strategic candidate treats it as a second summary statement: a final chance to connect their strongest, most role-relevant proof point to the interviewer’s most important concern. Before the interview, during your preparation, you should identify three things: your primary selling point for this specific role, the gap in your background that might give the panel pause, and the one result or experience that best answers the role’s core challenge. If the interview surfaced a concern you didn’t fully address, this is the moment to close it. If the conversation never touched your most relevant credential, this is the moment to surface it. If everything went well, use it to reinforce your enthusiasm with a specific, forward-looking sentence.

The same mindset applies to written contexts. When you’re filling in an application-form text box or completing your resume’s additional-information section, you’re writing for a reader who has already reviewed your formal answers. The free-text field is not a space to repeat your summary or list your greatest hits again. It’s a space to add context — the kind that doesn’t fit a structured field but that materially affects how you should be evaluated. Think: a career transition that needs a sentence of framing, a relevant volunteer role the form had no field for, a language or technical skill that the ATS might have missed, or a scheduling note that could otherwise create friction.

How to build your answer: a four-step framework

Whether you’re answering verbally in an interview or writing a free-text response on an application, the structure below gives you a reliable framework. Work through it in advance for every role you apply for, and you’ll never be caught flat-footed by this question again.

Applied to the interview context, a complete answer using this framework might run sixty to ninety seconds. Applied to a written context, it might fill two to three focused paragraphs. The principle is the same: specificity beats generality, relevance beats repetition, and evidence beats assertion. The question “what can you bring to the company?” shares this same DNA — our guide on answering “what can you bring to the company?” goes deeper on how to structure that proof-point thinking, and the two guides work well together as interview preparation.

Strong sample answers for the interview closer

The following examples show the four-step framework applied across different scenarios. Each demonstrates how to use sixty to ninety seconds of speaking time effectively without rambling, repeating yourself, or raising topics that create friction. Read each example, then notice which of the three strategic moves it is making: closing a gap, reinforcing a proof point, or adding a human detail.

Scenario 1: Closing a gap (career transition)

“One thing I didn’t get to address directly is that my last two roles were in a startup environment, and I know this position is at a much larger organisation. What I’d want you to know is that I’ve actively sought out enterprise-scale work within those startups — I led the selection and implementation of a new CRM that now manages 40,000 client records, and I partnered with a Fortune 500 supplier which required navigating their full procurement and compliance process. I’m not starting from zero on large-organisation dynamics. I’m genuinely excited about the additional structure and resource this role brings.”

Scenario 2: Reinforcing a proof point (highly relevant experience the interview skimmed over)

“We touched on the system integration project earlier, but I wanted to add one detail I think is particularly relevant here. The integration I managed ran over budget in month two because a third-party API vendor changed their authentication protocol without notice. I negotiated a six-week scope extension at no additional cost to the business, brought the project back on timeline, and we delivered three weeks early in the end. I mention it because change management and vendor risk are themes I saw in the job description, and that experience is where I’ve stress-tested those skills most directly.”

Scenario 3: Adding a memorable human detail

“I just want to say that the conversation today confirmed what I hoped going in — that the team here thinks about customer problems the way I do. One thing that didn’t come up is that I spend one Saturday a month mentoring junior designers through a local programme. It keeps me honest about explaining design decisions without jargon, which I think makes me a better communicator in cross-functional work. I’m very interested in moving forward and happy to provide references or a portfolio deep-dive whenever that’s useful.”

Notice what none of these examples do: they don’t mention salary, they don’t apologise for gaps, they don’t ramble through a second resume recitation, and they don’t say “no, I think we covered everything.” Each answer is between fifty and ninety words spoken — enough to be substantive, short enough to land clearly. If you tend to over-explain under pressure, our guide for a quick guide to the millennial job interview includes practical advice on staying concise under pressure that applies regardless of your generation.

Strong sample answers for the application-form free-text box

Written application fields that ask “is there anything else you’d like us to know?” are slightly different from the verbal version. The reader may not have met you yet — they are using this field to decide whether to invite you to interview. That shifts the goal: rather than reinforcing something discussed in person, you are surfacing relevant context that the structured form fields could not capture.

Good things to put in the application free-text box include: a career transition that needs a sentence of framing so the recruiter doesn’t dismiss your resume on a mismatch assumption; a relevant credential, language, or tool skill that the form’s dropdown didn’t include; a note about a portfolio, published work, or project that didn’t have its own upload field; or a scheduling or availability note that would otherwise create unnecessary friction later. Keep it to 100-250 words and use the same framework: relevance first, evidence second, forward close third.

Example — Career transitioner (marketing to UX):

“My background is in digital marketing rather than a traditional design programme, and I want to provide brief context that I think changes how the CV reads. Over the past three years, I’ve run user research and wireframing as the lead on my team’s website redesign projects, producing work that increased conversion rates by 34% on our primary landing page and 22% on the checkout flow. I completed the Google UX Design Certificate in 2024 and have a portfolio of six end-to-end case studies available at [portfolio link]. I’m making this transition deliberately because my marketing background gives me an unusual ability to design for conversion as well as usability — I’d be glad to walk through any of these projects in an interview.”

Example — Returning from a career break:

“I took a planned twelve-month career break to care for a family member, which concluded in January 2026. During that period I completed the Project Management Professional certification and volunteered as a project coordinator for a local charity, managing a four-month fundraising campaign that exceeded its £15,000 target by 18%. I am fully available from 1 June and eager to return to a full-time role. I’m happy to discuss the break openly if that is helpful during the interview process.”

The guide to including additional information on a resume is a natural companion to this section — it covers how to decide what belongs in a dedicated resume section versus what fits better in a cover letter or application field, and the reasoning applies directly here.

What to put in the resume additional-information section

The resume’s additional-information section is a voluntary block that typically sits at the foot of the document, below experience and education. Many candidates omit it entirely; others use it as a dumping ground for hobbies that add no signal. Used well, it is one of the most efficient sections on the page because it captures relevant context that has no other home in the standard structure.

Treat it as a short, bulleted answer to “what else would help us evaluate you fairly?” The test for inclusion is whether a hiring manager for this specific role would find the information genuinely useful. Relevant languages at professional or native proficiency pass the test. A volunteer role that directly exercises skills the job requires passes the test. A professional association or certification in progress passes the test. A publication, patent, or conference presentation relevant to the industry passes the test. A hobby that shows an interesting human dimension can pass the test — but only if it connects to something the role actually values, like endurance sport for a high-pressure sales role, or competitive chess for an analytical position.

What fails the test: personal information such as age, marital status, religion, or political affiliation; hobbies that are genuinely irrelevant and take up space; anything you’re including to fill the page rather than because it adds signal; and salary expectations (these belong in the cover letter if they need to appear at all — our guide on how to include salary requirements in a cover letter covers that separately).

Strong resume writing means every section earns its place — and the additional-information section is no exception. If you’re not sure whether your resume is making the most of every section, a free resume review from a professional writer is one of the fastest ways to find out what’s working and what’s creating friction before you apply.

What to avoid: the most common mistakes with this question

The single most common mistake is the non-answer: “No, I think we covered everything” or “Not that I can think of.” This is not harmful, but it is a missed opportunity. The question is explicitly an invitation to add, and declining it leaves the interviewer with nothing new to work with. If you genuinely have nothing strategically valuable to add, the minimum effective response is a two-sentence confirmation of your interest and enthusiasm — specific to this role, not generic.

The second most common mistake is rambling. Candidates who haven’t prepared for this question often treat it as permission to talk, and they fill the space with loosely connected thoughts that dilute rather than reinforce their candidacy. The interviewer’s energy is limited at the close of an interview; a crisp sixty-second answer respects that. Anything longer than ninety seconds needs a very compelling reason.

Third: repeating what’s already on the resume. The interviewer has seen your application. Using this moment to recite your career history or summarise your experience for a second time adds no value and signals that you didn’t have anything new to contribute. Every sentence in your answer to this question should be information the interviewer couldn’t have got from reading your documents.

Fourth: raising salary or benefits. This question is not an invitation to negotiate. Introducing compensation at the close of an interview without being asked is almost universally received as premature, and it shifts the tone from collaborative to transactional at exactly the wrong moment. If the salary conversation needs to happen, wait for the employer to initiate it or raise it during a dedicated negotiation discussion. The same applies to the written version of this question — an application-form free-text field is not the place to name your number.

Fifth: oversharing personal information. You do not need to share your age, family situation, health status, religion, or political views in response to this question — in any context, verbal or written. This information is not relevant to your ability to do the job, it can inadvertently create unconscious bias in either direction, and in many jurisdictions employers are legally prohibited from making decisions on this basis anyway. Keep the answer professional and role-relevant.

If you’ve received a rejection after a previous application and are wondering whether to address it in a follow-up, our guide on how to respond to a job rejection email gives you a clear framework for that separate conversation.

Connecting the interview answer to your resume and cover letter

Your interview preparation and your written application materials should tell the same story. If your answer to “is there anything else you’d like us to know?” at the end of an interview introduces a credential or experience that isn’t reflected anywhere in your resume, that’s a sign your resume needs updating — not that you should save your best material for a verbal answer under pressure. The additional-information section of your resume is exactly the right place to put context that might otherwise only emerge when someone asks you directly.

Think about it from the interviewer’s perspective. If they invite you in on the strength of your written application, they’ve already formed a preliminary view of your profile. Everything you say in the interview either confirms or complicates that view. If your strongest selling point only surfaces when you’re explicitly invited to share it, two problems arise: first, some employers won’t ask the question at all; second, the disconnect between your documents and your verbal answers can create a faint sense of inconsistency — as if you’re editing on the fly rather than presenting an integrated picture.

The solution is to align your resume, cover letter, application form, and interview preparation around the same two or three core proof points. Your resume’s additional-information section should surface the most relevant context that doesn’t fit the standard sections. Your cover letter should expand on one or two of those proof points in narrative form. Your application-form free-text answer should address anything the structured fields missed. And your verbal interview closer should close whatever gap remains — or, if no gap remains, reinforce your strongest point with a specific result or forward-looking statement.

If you’re working on the cover letter side of this preparation, our guide on what the purpose of a cover letter is and why it matters explains how the letter and resume work together as a system, which changes how you think about what each document needs to carry. And if your resume’s core sections — summary, experience, skills — aren’t yet doing that work clearly, the professional resume writing service at ResumeCroc pairs you with a specialist writer who builds the whole document around your strongest proof points from the start.