Interview Preparation

Overview

Comprehensive preparation system for job interviews covering research, story development, question practice, and execution across interview types.

Steps

Step 1: Research the company

Develop deep understanding of the company:

Basic facts (required):
- What does the company do? (mission, products, services)
- Business model (how do they make money?)
- Size (employees, revenue, funding if startup)
- Recent news (last 3-6 months)
- Key competitors
Deeper research (differentiating):
- Company values and culture
- Recent strategic moves or pivots
- Challenges they’re facing
- Industry trends affecting them
- Leadership background (CEO, your future manager)
Role-specific research:
- Why is this role open? (growth, replacement, new initiative)
- How does it fit in org structure?
- What does success look like?
- Current team composition

Sources:

Company website (About, Careers, Blog)
LinkedIn (company page, employees, your interviewers)
Glassdoor (reviews, interview reports)
News (Google News, industry publications)
SEC filings (if public)
Crunchbase (if startup)

Step 2: Map required competencies

Identify what they’re evaluating:

Extract from job description:
- Required qualifications
- Preferred qualifications
- Implied competencies (“fast-paced” = adaptability)
Standard competencies by level: Individual Contributor:
- Technical skills, problem-solving, collaboration
- Initiative, learning ability, attention to detail
Management:
- Leadership, team development, delegation
- Communication, stakeholder management, strategic thinking
Executive:
- Vision, influence, organizational leadership
- Business judgment, crisis management
Company-specific values:
- Map stated values to likely evaluation criteria
- “Customer obsession” = expect customer focus questions
- “Bias for action” = expect questions about speed/decisiveness
Role-specific requirements:
- Technical skills to demonstrate
- Domain knowledge expected
- Stakeholder relationships to manage

Step 3: Build your story bank

Develop STAR stories for each competency:

For each priority competency, prepare 1-2 stories:
- Stories should demonstrate the competency clearly
- Include quantified results
- Be from relevant experience (recent, similar context)
Create versatile stories:
- Best stories demonstrate multiple competencies
- Can be adjusted for different question angles
- Aim for 8-12 strong stories total
Story categories to cover:
- Greatest accomplishment
- Biggest failure/mistake and learning
- Conflict with colleague
- Disagreement with manager
- Difficult decision
- Time you led change
- Time you influenced without authority
- Challenge you overcame
- Time you failed and recovered
Practice out loud:
- Record yourself telling stories
- Time them (2-3 minutes target)
- Refine for clarity and impact

Step 4: Prepare for likely questions

Anticipate and prepare for specific questions:

Universal questions (always prepare):
- “Tell me about yourself” (2-minute pitch)
- “Why are you interested in this role/company?”
- “Why are you leaving your current job?”
- “What’s your greatest strength/weakness?”
- “Where do you see yourself in 5 years?”
- “What questions do you have for me?”
Behavioral questions (map to stories):
- “Tell me about a time when…” format
- Prepare to adapt stories to specific asks
- Have backup stories if first doesn’t fit
Technical questions (role-specific):
- Review fundamentals for your field
- Practice problem-solving out loud
- Prepare to explain your thinking process
Curveball questions:
- “What would your manager say about you?”
- “Why shouldn’t we hire you?”
- “Explain [concept] to a 5-year-old”
Illegal/inappropriate questions:
- Know what’s off-limits
- Prepare polite redirects

Step 5: Prepare your questions

Develop thoughtful questions to ask:

Role and expectations:
- “What does success look like in the first 90 days?”
- “What are the biggest challenges facing this team?”
- “How is performance measured and feedback given?”
Team and culture:
- “How would you describe the team culture?”
- “What’s your favorite thing about working here?”
- “How do teams collaborate across functions?”
Growth and opportunity:
- “What growth paths exist from this role?”
- “How does the company support professional development?”
Strategic and informed:
- Reference your research: “I read about [initiative]. How does this role connect to that?”
- Show insight: “What’s the team’s approach to [industry challenge]?”
Questions to avoid:
- Anything easily Googled
- Compensation (save for offer stage or recruiter)
- Immediate vacation requests
- Negative Glassdoor rumors

Prepare 5-7 questions, ask 2-3 per interviewer (don’t repeat)

Step 6: Technical and role-specific prep

Prepare for specialized portions:

For technical interviews:

Review fundamentals in your domain
Practice problems similar to role requirements
Prepare to explain your thought process
Practice coding/whiteboarding if applicable
Review your own past projects to discuss

For case interviews:

Learn common frameworks (profitability, market entry)
Practice case structure and mental math
Prepare to think out loud

For presentations/work samples:

Understand the prompt thoroughly
Prepare materials in advance
Practice delivery with timing

For panel interviews:

Research each panelist
Prepare to address different stakeholder concerns
Practice directing attention appropriately

Step 7: Execute the interview

Perform well in the moment:

Before:

Get good sleep the night before
Prepare outfit (professional, comfortable)
Arrive 10-15 minutes early (in-person) or test tech (virtual)
Bring copies of resume, notepad, questions list
Use restroom, get water

During opening:

Firm handshake, eye contact, genuine smile
Small talk briefly, then follow interviewer’s lead
Express enthusiasm for opportunity

During questions:

Listen fully before answering
Take a breath if needed (brief pause is fine)
Use STAR structure for behavioral
Ask clarifying questions if unclear
Keep answers focused (2-3 minutes typical)
Use specific examples, not generalities

Common pitfalls to avoid:

Rambling (watch for glazed eyes)
Badmouthing previous employers
Lying or major exaggeration
Not having questions prepared
Checking phone

Closing:

Ask your prepared questions
Express continued interest
Ask about next steps and timeline
Thank them genuinely

Step 8: Follow up and debrief

After the interview:

Immediate (same day):
- Send thank you email to each interviewer
- Reference specific conversation point
- Reiterate interest
- Keep brief (3-4 sentences)
Debrief yourself:
- What went well?
- What could have gone better?
- Questions you struggled with
- Questions they asked that surprised you
- What you learned about role/company
- How interested are you now?
Update tracking:
- Log interview in your tracker
- Note next steps and timeline
- Set follow-up reminder if no response
Continue preparation:
- If advancing, prepare for next round
- Address any gaps revealed in this round
- Add new stories for questions you struggled with
If rejected:
- Ask for feedback (politely, not everyone shares)
- Identify improvement areas
- Don’t burn bridges

When to Use

Scheduled interview coming up (any stage)
Phone screen or recruiter call
Technical interview preparation
Final round or panel interview
Generally building interview skills between searches

Verification

Completed thorough company and role research
Have 8-12 STAR stories covering key competencies
Practiced answers out loud (not just mentally)
Prepared thoughtful questions to ask
Know logistics (location, time, interviewers)
Sent thank you note within 24 hours

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