Is it ok to bring up promotions in an interview?

I’d advise against it (actual mileage may vary). Sitting on the other side of the table, the employer might infer a lack of interest on your part in the position for which you’re applying. It’s good to show ambition and the desire to move up the ladder, but maybe not on the first interview. Sell yourself in the position for which you’re applying.

During ongoing performance feedback, there will be opportunities for you to explore potential growth; but I’d advise to get your feet firmly planted first.

I disagree with @picante – but the key is in the wording. You shouldn’t say “I want to know how long it will be before I am promoted” – that’s tacky and, as picante says, going to work against you.

But I think it is perfectly OK to say “I’m planning on a career in <goldfish wrangling> and I will give my best efforts, if you hire me. Can you tell me about opportunities for advancement over time?”. That is a more nuanced way – but less obtuse – of saying “how about promotions”.

But you really need to read the interviewer – what fits in one situation may not be appropriate in all.

You should mak sure they know you are interested in the job offered. Acting like you are just using the job as a stepping stone is a common but fatal interviewing error.

What would be wrong, especially wrong, I think, would be to assume that “promotion is a function of time on the job”. It shouldn’t be. Promotion should occur as your skills and talents become evident and your dedication to the job forces your employer to advance you to take advantage of you as a valuable resource. This is the way all resources should be utilized: to get the maximum return.

I would suggest questions on the order of what @elbanditoroso has suggested:
“What would you suggest is a career path in this organization for <goldfish wranglers>?”
“I don’t want to be a <goldfish wrangler> my whole life; what are the opportunities to advance in this company if I start there?”

Questions of that nature indicate your desire for self-improvement, advancement and future planning. No sensible employer would ever find that unwelcome.

When I was young I interviewed for a job I really wanted, and to be honest needed. I didn’t get it and the interviewer was honest with me. She said, ” @Judi, you were the best qualified candidate and I really wanted to hire you but I know that you will not be satisfied with this job. You want to advance and this job is the highest you will ever get with his company.”
If I had been less focused on long term career goals in the interview and focused only on the job at hand I may have gotten the job, comfortably supported my family through a really tough time and gained valuable experience to advance in the field that did end up being my career, although it was with a different company.
I met Derdra Dale who was a headhunter for many corporations in LA. She did this DVD about interview techniques. She spends a lot of time warning about this very mistake.
I would do corporate research or ask the question after your hired if you really want to be hired. (I’ve hired a lot of people in my day too and this question is a red flag. )

Well the recruiter I spoke with told me that there was a lot of room for opportunity to grow. I researched Aerotek and see they are a huge staffing firm and do have a lot of career opportunities. She just didn’t really give me the details so that’s why I was wondering if it was okay.

So yeah, I think I’m going to go with something like this (especially if long term goals are asked) “I’d like to learn more about HR, what kind of skills do you look for so that I can grow within your company?” something like that..