A comprehensive pre-interview preparation checklist.
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Research to complete
Company overview and recent news. Understanding of their product or service. Hiring manager background on LinkedIn. Basic competitive landscape. Any specific technical knowledge the role requires.
Stories to prepare
Tell me about yourself. Your three to five strongest STAR stories covering different themes. Answers to the five most common interview questions for your specific role type. Questions you will ask at the end.
Logistics to confirm
Time zone and calendar entry. Interview platform login and test. Location and travel time if in person. What to bring. What to wear. Contact information for the interviewer. For more on this, see our guide on research a company before a job interview.
Mindset preparation
Write down why you are genuinely a strong fit for this role. Review your best professional accomplishments. Sleep well the night before. Have a light meal before the interview. Arrive early or log in a few minutes ahead of time.
Read next
- How to Prepare for a Job Interview in One Day
- How to Follow Up After an Interview the Right Way
- How to Answer Tell Me About Yourself in an Interview
Frequently Asked Questions
What is the STAR method?
STAR stands for Situation, Task, Action, Result. It is a framework for answering behavioral interview questions by providing context, your role, what you did, and the outcome.
How long should a STAR answer be?
Two to three minutes. Situation and Task together should take 30-45 seconds. Spend the most time on the Actions and always end with a concrete Result.
What are common behavioral interview questions?
Common ones include: “Tell me about a time you handled conflict,” “Describe managing competing priorities,” and “Give an example of when you failed and what you learned.”
Should I memorize STAR answers word-for-word?
No. Memorized answers sound robotic. Know your 6-8 strongest stories well enough to tell them naturally. Practice key points, not exact wording.
Preparation is the one variable in an interview that you can control completely. The questions a recruiter asks are largely predictable because interviews are structured around a short list of competencies: communication, problem-solving, collaboration, leadership, and adaptability. When you map your experience to those competencies before you walk in the door, you stop improvising answers and start delivering evidence.
After debriefing hundreds of interviews over my career, the single biggest differentiator between candidates who get offers and candidates who do not is specificity. Vague answers about being a “team player” or a “fast learner” signal that you have not reflected on your own experience. Specific answers with real numbers, real timelines, and real outcomes signal that you know exactly what you have accomplished and can do it again. For more on this, see our guide on virtual interview tips.
Research is the second pillar of interview preparation. Most candidates look up the company’s homepage and stop there. Strong candidates go deeper: they read recent earnings calls if the company is public, review Glassdoor comments from employees in similar roles, and follow the company’s LinkedIn for news from the past three months. Specific, well-researched questions at the end of the interview signal genuine interest and leave a lasting impression.
The follow-up after an interview matters more than most candidates think. A personalized thank-you email sent within 24 hours, referencing a specific moment from your conversation, keeps you top of mind during deliberations. I have seen hiring decisions genuinely influenced by a thoughtful follow-up that reminded the panel of a candidate they were on the fence about. For more on this, see our guide on negotiate during the interview before getting an offer.
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