Finding the right pairing starts with the right questions — because successful mentor-mentee matching transforms potential into performance.

Questions to match mentors and mentees are the linchpin of a high-impact mentoring programme. At PushFar, our award-winning, cloud-based matching tools deploy these questions to build strong, goal-driven relationships across organisations and our global mentoring community. In this guide, we explore why each one matters, how to integrate them into your intake process, and provide practical takeaways to enhance every stage of pairing.

Why these questions matter for your matching process

Both research and program data show that compatibility on goals, communication, values, and experience leads to stronger mentoring relationships—and ultimately boosts engagement, retention, and career progression. PushFar’s data-driven approach even predicts that well-matched pairs save programme managers an average of 26 hours per 50 relationships each month.

What makes a great mentor-mentee question?

Effective questions should explore four pillars:

1. Goals & skills alignment
2. Communication & logistics preferences
3. Values, personality & cultural fit
4. Mutual expectations & accountability

When combined, they improve matching accuracy, reduce mismatches, and support both reciprocal learning and structured development.

The 10 must-ask intake questions

Below are the essential questions; follow each with a short explanation to guide respondents.

1. What are your top 1–3 goals for this mentoring partnership?

   Aligns mentor expertise with mentee ambition, while driving purposeful matches.

2. Which strengths and skills do you bring — and which do you want to develop?

   Enables PushFar-style skill-pairing, where one partner supports what the other lacks.

3. How would you prefer to communicate (email, phone, video, in person)?

   Matches preferences and time zones, reducing early friction.

4. How often do you want to meet — weekly, bi-weekly, monthly?

   Sets mutual expectations and avoids mismatched pace.

5. Describe your ideal mentoring relationship (tone, style, pace).

   Surfaces cultural and psychological compatibility, for example, formal versus informal or directive versus advisory.

6. Are there any values or personal attributes that matter to you in a match?

   Supports DEI matching by surfacing preferences tied to identity, background or neurodiversity.

7. What’s your biggest challenge right now, and how could a mentor help?

   Focuses the relationship on action and relevance.

8. Have you had a mentor before? What worked — or didn’t work?

   Helps avoid past pitfalls and informs matching priorities.

9. What time zones or locations suit you best?

   Ensures pragmatic alignment for hybrid or remote mentorships.

10. How will you measure success in this relationship?

    Embeds accountability and helps pairs track progress together.

Real-world example: A PushFar pilot programme

A mid-size tech firm used these questions as part of a 50-person pilot. They matched on skill-development goals (question 2), communication (3) and values (6). After three months, 90% of pairs reported high satisfaction, and goal attainment improved by 40% compared to the previous cohort that didn’t use structured intake.

How to roll out these questions in your intake process

1. Online questionnaire

   Embed in registration with clear guidance. Keep it under 12 questions to maintain engagement.

2. Use smart matching algorithms

   PushFar’s matching features weigh responses from all four question categories, delivering top-match suggestions for self-select or admin-led pairing.

3. Share answers with matched partners

   Even summary answers help build rapport before the first session.

4. First-session agreement

   Ask both to draft a 200-word mentorship agreement (tone, goals, cadence, KPIs) — then sign off together for clarity and commitment.

5. Mid-programme check

   A quick survey, such as “Are goals still aligned?” at month three, prompts course correction if needed and supports success.

6. End of cycle review

   Track reported satisfaction, goal completion and next steps. Update intake questions based on feedback.

Measuring matching success: Key metrics to watch

• Participant satisfaction — aim for ≥85% positive about the pairing by month three
• Goal attainment rate — high-performing programmes see up to 75% goal completion
• Engagement metrics — track meeting frequency and missed session rates
• Net Promoter Score (NPS) — how likely are participants to recommend mentoring?
• Admin effort saved — PushFar data indicates 26 hours saved per 50 matches each month

Expert tip from PushFar

Ensure the mentee’s “wants” are matched by what the mentor can “offer” — that intersection is where mentoring thrives.

Practical mentoring takeaway

Embed question 5 into your launch workshop — have pairs co-create a simple mentorship agreement that they both sign. This builds accountability, sets a professional tone, and directly reduces drop-out rates.

Final thoughts

Unlock the potential of your mentoring programme by embedding these questions to match mentors and mentees, making sure every pairing is intentional, inclusive, and bound for success. Use the structure, add your brand’s voice, and monitor outcomes to continually improve.

Want to elevate engagement, reduce admin time and scale smarter? Book a demo of PushFar’s smart-matching platform today.