You’ve made it to the next step! AWESOME! Time to celebrate… but also PREPARE.

Here’s the thing about interviews. They are essentially a TEST. Remember math class? Back in school, we had to show our work. It wasn’t enough to have the right answer, you had to show how you got to that solution. That’s an interview – “showing your work” (accomplishments, skills, abilities) through answering questions. Check out my video “What’s The Point Of An Interview Anyway” for more!

Typically, recruiters are providing interview prep and insights. If your recruiter is NOT forthcoming with this information, or you have a different contact, here are some questions to ask to make sure you’re not left wondering how this is going to go. Many companies have information on their careers sites so check there as well. There are TONS of content creators and coaches who provide paid services – while these can be helpful, as always – buyer beware. Check with your recruiter FIRST for the most relevant information.


I personally think interview prep is VITAL. All recruiters – agency or corporate, should be setting their candidates up for success. Fortunately, most recruiters are with this, but in the off chance you are working with one that doesn’t do their job well, check out this video for an overview of my 3 step prep process – Amy Talks Interview Prep (again…).

The Interview Process

We’ve all heard the horror stories – the never ending loop of interviews. “You did great, we just need to you talk to 17 more people!” is a common complaint. MANY companies do have specific, verified interview processes that you can vet through other sources (blind.com is great for tech companies). Your BEST source of information, again – SHOULD be your recruiter. Here are some questions to ask about process and timeline.

  • How many steps are included in the interview process?
  • Will I meet with people individually or one on one?
  • On average, how long does the interview process last?
  • Are there any assessments or other tests besides meeting with people from the team?

The Interview Structure

Much like the process questions above, HOW the interviews are conducted is also important. Some companies use behavioral based questions. Others love hypotheticals. I’m sure there’s some start up who thinks they’re early Google asking dumb questions like how many golf balls fit in a school bus. (I hate those questions)

  • What topics will be covered during my interview?
  • What is the balance of technical or role related knowledge questions vs any questions related to soft skills?
  • Will the questions be behavioral based or hypothetical? Something else?
  • Does (company) prefer structured answers in a particular format, like the STAR method?
  • Besides the usual Q&A, are there any other steps such as a presentation? Is a portfolio of my work required?

Follow Up and Feedback

Unfortunately many companies have “no feedback” policies. We hate it too. Even in the absence of specific feedback, you still deserve closure. Here’s some questions you can ask to set the right expectations.

  • How long after the interview will a decision be made?
  • Will you be calling or emailing me with the update? When?
  • Can I expect to receive any feedback or details about my performance if I am NOT selected?

Fine. No Feedback

We’re not mad, we’re just disappointed. So – you’re NOT getting feedback… but you’re getting closure. We can live with that, as long as we can get maybe a wee bit of insight. It’s HIGHLY UNLIKELY you’re going to receive feedback on soft skills. They are simply too subjective – role related knowledge, on the other hand – you MIGHT be able to get some feedback there. It’s easier to share “we were looking for a bit more experience with advanced Excel knowledge like pivot tables and v-lookups” than it is to say “you complained too much about previous coworkers and it made the interviewers apprehensive”.

  • Can I apply to other roles that may be a good fit for me with (company)?
  • Is there a “cooling off” period after an unsuccessful interview? (check out my video on this topic HERE)
  • Are there any technical areas or role related skills I can improve on before I pursue similar roles again in the future?

Final Thoughts

I have NEVER, in over 2 decades of recruiting – had a hiring decision overturned because a candidate disagreed with the outcome. Not. One. Time. Arguing with the recruiter, pleading your case, demanding a recount… these things are not helpful. The best advice I have is to graciously thank the recruiter for the update, ask for any relevant input or advice, and move on.