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Interview guides
What each stage of the process assesses, the questions that actually get asked, and how to prepare for them without memorising a script.
What interviews are actually testing
Almost every interview is trying to answer three questions: can you do the work, will you keep doing it, and can the team stand working with you. Nearly every question, however oddly phrased, is a proxy for one of those. Recognising which one you are being asked about is most of the skill.
That is why memorised answers perform badly. An interviewer who asks a follow-up finds the edge of a rehearsed story almost immediately, and the follow-up is where the assessment actually happens.
Preparing without a script
Prepare material, not answers. Six or seven concrete pieces of work you can describe in detail — what the situation was, what you decided, what happened, what you would do differently — will cover the overwhelming majority of competency questions between them, and they hold up under questioning because they are true.
Then prepare for the specific employer: what they sell, who their customers are, what pressure their sector is under, and what the job advert implies about why this role exists now. Candidates who research the role rather than only the company interview noticeably better.
The questions you ask
Being asked "any questions for us?" is part of the assessment, not the wind-down. Ask about the work: what the first three months look like, how the team measures whether this role is going well, what the last person in it found hardest. Those tell you whether you want the job, which matters as much as whether they want you.
Avoid questions whose answers are on the careers page. It reads as though you did not look.
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