The mindset shift that changes everything
Most candidates prepare for interviews by memorising answers. The best candidates prepare by deeply understanding the company's problems — and showing up ready to solve them.
That shift in framing changes how you answer questions, how you ask them, and how you're perceived throughout the conversation.
Company research: go deeper than the About page
Surface-level research — skimming the company website the night before — is immediately obvious to interviewers. Go further:
- Read recent press releases and news articles about the company
- Review their earnings reports or investor updates (for public companies)
- Study their product closely — sign up for trials, use the software
- Follow key leaders on LinkedIn and understand their public positions
- Read Glassdoor reviews for themes in culture and management style
Behavioural questions: the STAR framework
Situational questions ("Tell me about a time when…") require structured answers. The STAR format — Situation, Task, Action, Result — is the industry standard for a reason.
Prepare 8–10 strong STAR stories from your experience that can flex to cover different question types: leadership, conflict, failure, impact, collaboration. The best stories are specific, quantified, and genuinely yours.
Technical preparation: depth over breadth
For technical roles, the interview is a signal about how you'll actually work — not just whether you know the theory. Practise thinking out loud. Walk through your reasoning. Ask clarifying questions before diving into solutions.
Review the core skills listed in the job description and be prepared to go deep on each one. One area where you can demonstrate genuine expertise is worth more than five areas where you can recite definitions.
Questions you should always ask
"Do you have any questions for us?" is not a formality — it's your opportunity to assess whether this role is right for you, and to leave a strong final impression.
- "What does success look like in this role in the first 90 days?"
- "What's the biggest challenge the team is currently navigating?"
- "How has this role evolved over the last year?"
- "What do you enjoy most about working here?"
Salary negotiation: don't leave it to the end
Know your number before you walk in. Research market rates using multiple sources — LinkedIn Salary, Glassdoor, industry reports, and conversations with peers in similar roles.
When asked about salary expectations, give a range where your target is the lower end. Never anchor below market rate — it's much harder to negotiate up from a low anchor than to negotiate slightly down from a high one.
After the interview
Send a brief thank-you note within 24 hours — email is fine. Reference a specific moment from the conversation that resonated with you. It takes five minutes and most candidates don't bother.
If you haven't heard back within the stated timeline, follow up once. Silence isn't always rejection — recruiters are busy, and a professional nudge is perfectly appropriate.
