Who's who in the interview process

1. The Recruiter

Role: Talent Scout and Gatekeeper

What to Expect: The recruiter’s job is to screen candidates and manage the initial steps of the hiring process. If you’ve made it to a recruiter screening call, expect the following:

• Resume Review: The recruiter will walk through your resume, confirming your experience, skills, and qualifications. Be ready to highlight key achievements and relevant experiences.
• Basic Fit Questions: They’ll ask questions to gauge your interest in the role and company, your availability, and your basic qualifications, such as education and years of experience.
• Salary Expectations: Be prepared to discuss your salary expectations and current compensation if asked. The recruiter will use this information to ensure your expectations align with the company’s budget.
• Logistics and Next Steps: The recruiter will explain the overall interview process, timeline, and what to expect next.

This call is often brief—around 15-30 minutes—so be concise, professional, and prepared.

2. The Hiring Manager

Role: Decision Maker and Department Lead

What to Expect:

The hiring manager interview is more in-depth and typically follows the recruiter screen. Expect to:

• Dive into the Job Requirements: The hiring manager will explore how your skills and experience match the specific needs of the role. Be ready to discuss your previous job responsibilities in detail.
• Behavioral Questions: You’ll likely face questions that start with, “Tell me about a time when…” These are designed to understand how you handle situations relevant to the role. Use the STAR method (Situation, Task, Action, Result) to structure your answers.

• Technical and Problem-Solving Questions: Depending on the role, the hiring manager might ask you to solve a hypothetical problem or discuss your approach to challenges you might face in the position.

• Team and Cultural Fit: They’ll assess how you’d fit within the team and the broader company culture. Be ready to discuss your work style and how you collaborate with others.

This interview can last anywhere from 30 minutes to an hour. Be detailed but direct in your responses, and ask insightful questions about the role and team.

3. The HR Representative

Role: Policy Enforcer and Offer Negotiator

What to Expect:

The HR interview may not always be separate from the recruiter screen, but when it is, expect a focus on:

• Company Culture and Values: Expect questions about how you align with the company’s mission and values. They may ask how you’ve handled ethical dilemmas or how you’ve contributed to a positive work environment in the past.

• Behavioral and Situational Questions: These questions assess your interpersonal skills, conflict resolution, and adaptability.

• Logistics and Policy Check: They may cover benefits, work hours, remote work policy, and other HR-specific topics.

This interview is generally 30-45 minutes. Be honest and consistent with your answers, as HR ensures that your values align with the company’s standards.

4. The Technical Interviewer

Role: Subject Matter Expert and Skills Assessor

What to Expect:

This step focuses purely on your technical abilities. Expect the following:

• Technical Skills Assessment: You may be asked to solve coding problems, perform a live coding exercise, or walk through technical challenges you’ve faced in previous roles. In non-technical fields, this could be case studies, technical scenarios, or portfolio reviews.
• Whiteboard Sessions: For engineering roles, expect to solve problems on a whiteboard or using a shared online tool. You’ll need to articulate your thought process as you solve the problem.

• Deep Dive into Past Projects: Be prepared to discuss the technical aspects of your previous work in detail. What technologies did you use? What challenges did you face? How did you overcome them?

These interviews can be intense, lasting 45-90 minutes. Practice relevant problems and be ready to explain your reasoning clearly.

5. The Panel Interviewers

Role: Cross-Functional Evaluators

What to Expect:

Panel interviews can feel intimidating as you’re facing multiple people from different departments at once. Here’s what to prepare for:

• Varied Perspectives: Each panelist may focus on different aspects, such as technical skills, project management, teamwork, or cultural fit. You might get rapid-fire questions on a wide range of topics.

• Scenario-Based Questions: You may be asked to tackle hypothetical situations or role-play scenarios relevant to the role. These are designed to see how you think on your feet and interact with different stakeholders.

• Behavioral and Situational Questions: Expect questions about past experiences, particularly those that demonstrate how you handle collaboration, conflict, and pressure.

This interview usually lasts around 60-90 minutes. Address each panelist's question directly and try to engage with the whole group, not just the person asking the question.

6. The CEO or Senior Leadership

Role: Culture Guardian and Final Approver

What to Expect:

An interview with senior leadership is more about cultural fit and long-term vision than specific skills. Expect:

• Big-Picture Questions: They’ll likely ask about your career goals, your understanding of the company’s mission, and how you see yourself contributing to the company’s future. Be prepared to talk about why you want to join this company specifically.
• Values and Motivation: They’ll probe your personal and professional values, looking for alignment with the company’s ethos. Expect questions like, “What motivates you?” or “How do you handle failure?”

• Vision and Leadership: They may ask about how you see your role evolving over time and what kind of impact you want to make. They’re looking for strategic thinkers with a long-term perspective.

These interviews can vary in length but are usually around 30-45 minutes. Be confident, sincere, and show that you’ve done your homework on the company’s vision and goals.