Preparing for Job Interviews

I've interviewed 100s of people for 6-figure roles. (Here's what nobody tells you...) It's not the most qualified candidate who gets the job. It's the best prepared for the interview. How to prep like the top 1%: 1. Research the company like you already work there. ↳ Know their challenges, victories, and latest news. 2. Practice your answers out loud. ↳ What sounds good in your head may not when spoken. 3. Prepare 3 specific stories that showcase your skills. ↳ Focus on your adaptability and leadership. 4. Study the job description. Find the top 3 skills they want. ↳ Then craft examples proving you have them. 5. Do a mock interview with a trusted person. ↳ Someone who will give you honest feedback. 💡 And 7 questions to ask that make YOU stand out: 99% of candidates ask basic questions at the end. Don't waste this opportunity to impress! Ask these instead: ➟ What does success look like in the first 90 days? ➟ What are the biggest challenges facing the team that I could help solve? ➟ How would you describe the management style of the person I'd be reporting to? ➟ What distinguishes your top performers from everyone else? ➟ How does the company support professional development and growth? ➟ What made YOU decide to join this company, and what keeps you here? ➟ What do new employees find surprising after they start? The best candidates don't just answer questions. They create meaningful conversations. Remember: Interviews are a two-way street. You're evaluating them just as much as they are you. You spend 90,000 hours of your life at work. Choose a company and manager that support your growth. Your career will thank you. P.S. What's your best tip for nailing your interview? Share in the comments to help others prepare. ♻️ Valuable? Repost to share with your network. 🔖 Follow Justin Wright for more on career success. Want my 80 best cheat sheets? Get them here for free: BrillianceBrief.com   

You’ve heard of a post-interview thank you note. Now get ready for the post-rejection thank you note! I see WAY too many job seekers viewing rejection as the end of the line. They cut ties with everyone at the company. These are people you spent 30-60+ minutes connecting with! They know your value, they know what you offer. They can be some of the best leads for new roles if you let them. So instead of letting rejection be the end of the line… Send a Post-Rejection Thank You note! Here's how to write one in 4 parts: 1. Thank them for taking the time to consider you 2. Wish them a ton of success with the hire they made 3. Mentioned specific things that you loved about the company, team, and speaking with them! 4. Ask if it'd be ok for you to stay in touch For example: "Hi Jamie, Thanks so much for taking the time to chat with me last week! I heard the team made a hire, I'm super excited for you all and I'm wishing you a ton of success with [Initiative]. I really enjoyed interviewing at [Company], and I especially enjoyed our chat about the future of blockchain in the health tech space. If you're up for it, I'd love to stay in touch! Either way, have an awesome rest of the week." Now set a calendar invite to follow up with these people once / month. Aim to add value with your touch points. I promise they'll lead you to more opportunities.

Make sure you're taking a long-term view while searching for your next role - that's how you build a career, not just land a job! Three pro-moves: 1. Respond with grace to every rejection and use it as an opportunity to reaffirm your interest in the company more broadly. Why: If you make it pretty far through a process (past the hiring manager), the company likes you and sees a strong match. You would likely do well there, even if another candidate wins out for this role. A positive reaction to a rejection helps strengthen the relationship with the team, and let's them know the door is open to the future. Real Life Results: I've seen others share their successes; I can personally tell you I've received 3 offers from places that have previously rejected me, and 2 were when they circled back within a few weeks to months of a rejection, with another opportunity. Ex. "Thank you so much for this update! I'd be lying if I said I wasn't disappointed because COMPANY was truly my top choice, and a place I know I would thrive, but I'm so glad you found a strong match for this opportunity, it's an awesome role and team!! This process has been wonderful and only strengthened my interest in working with COMPANY so I hope you'll keep me in mind for similar opportunities - I'll be keeping my eyes peeled too. Careers are long and I hope we'll have the chance to be colleagues one day!" 2. Take that interview, even if something about the opportunity is less than ideal. Why: Maybe the comp is low, maybe title isn't quite what you wanted. But it's still a chance to learn more and network. If the company is of interest to you, take the chance to learn more. Yes there's an opportunity cost in terms of your time, but it may be worth it to get some networking in. Real Life Results: I've shared before that the initial salary range I was quoted for my job at Zapier was lower than what I would have expected...I continued any way, and fortunately managed to get leveled up which landed me an offer I was happy to accept! In the past, accepting an interview for a job in a location I was not willing to go to also landed me a great opportunity. Ex. There isn't one. Just say yes if there's something appealing - you might decline this opportunity, but open the door to an even better one! 3. Keep in touch with people after networking chats, interviews, etc. Why: Anyone you've met with once is in your network. When you share updates, you keep the lines of communication open. This makes it easier to make an ask in the future, and also keeps you top of mind for them! Real Life Results: This approach has helped me get referrals or connections to hiring managers, some of which have led to offers. Ex. "I know we chatted a few months ago - since our conversation, I completed my certification through PMI, and moved into an agile-focused role in my dept. I'm still interested in opportunities with COMPANY in the future, so certainly keep me in mind in the future!"

I got hired in 5 weeks. Here are the 7 interview questions that helped me stand out... (and why they work) 👉 Note: DON'T save these questions until the end. You should sprinkle them throughout your interview. Here's why: 1️⃣ "What is the biggest problem you're trying to solve with this hire?" 💡 I always start with this one. This tells me what to focus on with the rest of my answers. 2️⃣ "This role seems to involve X and Y skill. How would you say these are split? 50/50? 70/30?" 💡 Again, this will help you figure out which skills to focus more on. 3️⃣ "Who else is on the team? What would you say they're looking for help with the most from the person taking on this role?" 💡 Every person has a different agenda. Find out what each is (especially helpful for passing the Team Interview stage). 4️⃣ "What is your management style?" 💡 Studies have shown when people talk about themselves, they have a positive impression of the person they're talking to. Get them talking. 5️⃣ "What's your favorite thing about the team?" 💡 This helps drive the conversation in a positive direction. I like to use this one at the end to leave on a positive note. 6️⃣ "What learning & development opportunities are there?" 💡 This alleviates two of their big concerns: ↳ Is this person adaptable? ↳ Will this person leave after a year? 7️⃣ "Is there anything I didn’t cover in our conversation today that you would have liked me to touch on?" 💡 I always end on this one. It allows you to cover any blind spots that may have occurred during the interview. 👉 Studies show that the questions YOU ASK have a bigger influence on hiring decisions than the questions you answer. Sprinkle these 7 questions throughout your next interview and you'll see your next offer is much closer than you think! 👉 P.S. Do you have any favorite questions? Any that I missed? _

The worst thing you can do after receiving a rejection is to abandon the relationship you’ve built with the recruiter or hiring manager. If you’re tempted to walk away because of a “no,” try looking at it from a different angle. You never know what other opportunities could come your way. When I was rejected from Apple in the semi-final round, I reached back out to the recruiter, highlighted two other roles I was qualified for, and asked if she could introduce me to the respective hiring teams. Because of how I performed throughout the process and the genuine connection I developed with her, she sent two introductory emails on my behalf. Although I ultimately didn’t land those positions, I gained new contacts and received positive feedback on my file. Here’s my three-step process after a rejection: 1. Follow Up 2. Research other roles you qualify for 3. Send your findings to the recruiter/hiring manager and keep the conversation going You never know what might happen: recruiters and hiring managers could move to other companies where you might be a perfect fit. Or you might discover another role that leads to a “yes.” Don’t underestimate the power of maintaining relationships and following up. #StephSynergy

✅ Tip 1 How to confidently tell your interview stories with humility. My client, a director at a global high-tech company, and I worked on interview prep this week. Story after story, she glossed over how she had to present a business case to win the time and financial resources for the multiple projects she and her team were working on. These complex stories involved deep market analysis, collating the insights, and then presenting them to the executive team for buy-off. And then ... she and her team won. They created products and services that make a difference for millions and millions of business owners. Flip the script! Focus on *both* 'I' and 'We' 🔦 . On one hand, you strip away your power when you do not explain what *you* led. On the other hand, you fear you will come across as a braggart if you say 'I' too much. Balance the two words - 'I' and 'We.' What did you lead? How? What were the challenging conditions? Then, talk about "we accomplished" and "the team achieved X results" while subtly including your role in leading or driving that success. You can show you are a humble leader who lifts and showcases other people's work without diminishing the hoops you had to jump through to achieve those amazing results. Do you struggle with sharing your success stories? #jobs #careers

The Promotion Secret Most Professionals Discover Too Late   In over two decades of executive recruitment, I've observed a pattern among professionals who consistently advance in their careers versus those who stagnate despite equal talent and effort.   The difference? Strategic documentation of achievements, what I call a professional "brag book."   This isn't about boasting. It's about recognizing the reality of corporate decision-making: in quarterly review cycles and fast-paced environments, even exceptional work becomes invisible without proper documentation.   Your comprehensive brag book should include:   1️⃣ Achievement Portfolio: Concrete evidence of promotions, awards, successful projects, and initiatives that demonstrate your ability to deliver results   2️⃣ Quantifiable Impact: Specific metrics that translate your efforts into business value; revenue generated, costs reduced, efficiency improved, or risks mitigated   3️⃣ External Validation: Preserved testimonials from clients, acknowledgments from leadership, and formal recognition that provides third-party credibility   4️⃣ Leadership Moments: Documented instances where you identified problems independently and implemented solutions beyond your job description   The professionals I place in competitive positions understand a fundamental truth about organizational dynamics: visibility strategically created through documented evidence consistently outweighs undocumented effort, regardless of quality.   Update your brag book quarterly and bring it with you to performance discussions. Make it impossible for decision-makers to overlook your value when advancement opportunities arise.   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #careeradvancement #workplacesurvival #selfadvocacy #careerstrategist

This is the one thing interviewees often miss the mark on during interviews: (based on my years of experience interviewing and hiring at major tech companies and now my own company!) They don’t ask the right questions at the end! The questions you ask can be one of the biggest differentiators between you and another candidate. Here are 7 questions that I’ve found to be particularly effective: ✅ “Can you describe a typical day in this role?” → Gives you a sense of the role’s variety ✅ “How is success measured for this position?” → This shows you’re already putting yourself in the shoes of this role — and wanting to do well. ✅ “Can you share a time where your teammate gave you feedback and how you implemented it?” → Having your hiring manager be open to feedback is MAJOR! ✅ “What does a typical career progression look like in this role?” → This allows you to see how thought our career ladders are and how you might grow there. ✅ “How does this role contribute to the company’s overall goals?” → Always be thinking about company goals. It shows you’re strategic. ✅ “What are the biggest challenges facing the team/department right now?” → You can use this information for future interview projects and prepare ahead of starting, too. ✅ “What opportunities for professional development does the company offer?” → Shows your dedication to self-improvement. Remember, interviews are a two-way street. The questions you ask can reveal as much about you as your answers do. So, prepare thoughtfully and use this opportunity to assess if the role is the right fit for you. 💬 What are some questions you’ve used during interviews? Share them in the comments!

Raise your hand if you like to be rejected? 💁♀️ Nobody. Nobody likes to be rejected. But in the job search, this is a reality that almost every candidate faces (and news that every recruiter and hiring manager dreads giving). But... how do you respond to that rejection? Especially if the reason for rejection is not a no forever, but a no right now? This is not the time to show a low EQ. Or to lash out. Or to bash the company online for not hiring you. Or to say something snotty to the team that recruited you, even if you disagree with the feedback. Recently, we were recruiting for a development position and we had a wonderful candidate, a referral, who did very well in the interview process. But this applicant was missing a critical skill for the job and the team simply did not have the time to train and meet the project deadlines they had. We provided the feedback to the applicant, who was naturally disappointed. But this person wrote a wonderful note outlining their desire to work at this company, their work they had already done towards learning that skill, and asked that we share it with the hiring team. We assured the candidate that this no was not a no forever and encouraged that person to keep lines of communication open and that we would think of them if anything changed. Fast forward and less than 2 months later a new headcount was approved. The hiring managers did not want to conduct another full search or interview process. They wanted to go straight to this candidate (if they were still available) and make the offer. Both candidate and company were thrilled it worked out. While this is a best case scenario, and I acknowledge many don't always have two months to wait, imagine how this would have played out if the candidate had reacted to the rejection differently? As a leader who hires myself and as someone who has been responsible for thousands of placements in my career, I see all too often when rejection gets the better of people. And their reaction to that rejection changes a "not now" or "not the right time" response to a hard no. And rightfully so. Just because one position didn't work out for you at that time, doesn't mean that another one at that same company won't be a fit. Or that as soon as the next role opens, that they won't immediately think of you and call you first for that next opening!

Career advice I’d give my younger self: Keep a record of your wins Document your accomplishments as you go - not just what you did, but the real impact. (Keep this in a personal repository, not at work.) Most of us move from project to project, thinking we’ll remember the details when we need them. Then, when it’s time for a job search or a performance review, we struggle to articulate our impact. Instead, whenever you start a new project, ask yourself: “How will my future self talk about this?” Think in terms of a story - a problem worth solving, a difficult and challenging solution, and a meaningful transformation. You don’t have to wait until the project is finished to start writing it. Step 1: The problem What problem are you solving? A (business) problem worth solving has the problem itself, which lead to symptoms that, if they aren't addressed, can lead to disaster. For example, you might be replacing a legacy workflow. The old workflow is slow and includes manual steps. This results in errors and customer dissatisfaction, which leads to financial risk (due to errors) and churn, resulting in stagnant revenue and declining market share. You'll get more insight over time, but just start at the start. Write down what you know. Step 2: Document the outcomes you (or your leadership) are expecting or hoping for You may not know the final impact yet, but you have a hypothesis. What will change if your project succeeds? More revenue? Higher efficiency? Customer satisfaction improvements? Write that down. The transformation is often the opposite of the problem: if revenue is stagnant, the goal is growth. If churn is rising, the goal is retention. Define the ideal outcome early. Step 3: Capture the key components of the solution As technologists, we naturally document what we built. That’s fine, but remember—hiring managers and execs care less about features and more about impact. And how you collaborated and persuaded stakeholders to create and keep alignment. Step 4: Update your story as you go As your project progresses, go back and update: ✔ What you learned about the real problem ✔ Changes in your approach ✔ The actual results once customers started using your solution Often, the results blossom in unexpected ways - leading to social proof like customer stories, awards, or internal recognition. Capture those. These stories become the basis of a resume that gets interviews and they're great for performance reviews.