Is there a universal solution for passing a technical interview and securing a job offer?
I’d say—yes!
Early in my career, while preparing for interviews, I’d come across "Google advice" like: research the company, ask questions, be confident, and show yourself in the best light. While these are relevant tips, I realised I wasn’t the only one googling them. After nearly ten years in recruitment, working with countless clients and candidates, I’ve realised that these tips don’t mean much without further explanation. What does "research the company" actually look like? Which questions should I really ask? How can I be confident when interviews make me anxious? The answers to these questions are what make the difference between a mediocre interview and a great one.
I’ve noticed that "researching the company" is now a general rule, but it often stays on a very superficial level. What do I mean by that? It’s not enough to just read the homepage and see that they deal with telecommunications or sustainable energy. You need to dive deep into the company and their products. Being in a certain industry is a broad concept; it’s not always enough to make you truly interested in the job itself—even if you have a degree in that field—because, let's be real, you might not like the actual product at all. Also, if you haven’t researched the products in detail, you miss the chance to highlight your strongest assets. You might not realise that you did something very similar in your previous job, which prevents you from describing that process and differentiating yourself from other candidates right then and there. Knowledge is power—so learn the company's product inside out so you can highlight your specific strengths, rather than just general traits. Otherwise, you might miss the chance to mention a crucial part of your professional experience.
My second favourite "Google solution" is: ask questions! Yes, you can always ask generic questions about the contract or working hours at the end. Those are relevant, but this advice isn't actually about the administrative side. It’s about the dialogue you have with hiring managers regarding the technical aspects of the job and what they need from you as a future employee. You are there to provide value to get value back. As part of that cause-and-effect relationship, when you answer their question, follow up with one of your own out of active curiosity: "How do you handle XYZ?" "What are your procedures?" "My experience was ABC. What are your practices?" "What would be your expectations of me?" "What results do you expect and in what timeframe?" "How long does your onboarding process usually last?" Depending on the position, these are the pieces of information you need as someone who has expectations of the company, just as they have expectations of you.
There is one piece of advice I frequently give my candidates, my coaching clients, and even my psychotherapy clients because I truly believe it is the ultimate wisdom of recruitment:
Be yourself, step into the role as if you’re already working with these people, ask the questions you would ask your manager, give your opinion just as you would on the job (whether to a superior or a colleague), and act as if you are already part of that team!
A hiring manager will only truly know who you are at work, how you think, and how you communicate with a team once you actually show them. I firmly believe this is a recipe for success because it allows you to present yourself far better than just by answering questions, without a fruitful discussion about problems and solutions. Also, on a psychological level, hiring managers will subconsciously perceive you as part of the team because that sense of belonging becomes "tangible." This will help you secure the offer even when other candidates might be technically stronger, but only give brief answers without establishing a deeper connection.
Let’s be real - by the time you reach the final rounds, you’ve already stood out from the crowd. In the final stages, they are choosing the best among the best, and much more than just technical knowledge is expected. When you "step into the role," your anxiety will naturally decrease because you’ll be engaging in a pleasant dialogue rather than feeling like someone who is just there to be "evaluated." This also solves the confidence issue—it won't be fake (which is always visible), but authentically yours because you feel comfortable in a professional setting.
Now that we’ve covered all this, congratulations on your new job! :)
Let me know how it goes! :)