Field Guide № 04 · Candidate Series · Free
Interview
Prep
Pack.
Frameworks, scripts and checklists to help you stay on message and score points — in any interview. Treat it like a performance, not a chat.
Frameworks, scripts and checklists to help you stay on message and score points — in any interview. Treat it like a performance, not a chat.
An interview isn’t a chat. Treat it like stand-up comedy: you need prepared material, a structure and rehearsal — otherwise you drift and lose points.
Most people do the company research and stop there. The missing piece is: “How do I sell myself — clearly and consistently — without going off track?” This pack gives you the structure.
When they ask “What do you know about us?” they’re really asking you to prove intent. No answer = you’re not that bothered.
If they’ve mentioned it on their site, social, in a campaign or a review — reference it specifically. Specifics beat platitudes every time.
Everything they’ll score you on is in the job description. Map every requirement before you walk in.
Don’t hide weaknesses against the JD — surface them with a proactive solution. A course you’ve started, a book you’ve read, a person you’ve spoken to. Honesty + initiative beats hiding every time.
Requirement: [paste from JD]
My proof: [one specific example]
What I did: [bullet the steps, “I” not “we”]
The result: [number / outcome / measurable change]
If it’s a gap, my cherry on top: [proactive action]
This is not a warm-up — it’s an invitation to pitch. Build it in three layers, like a sandwich.
10–15 seconds of the human you — a detail that builds rapport.
Top-line skills + proof, matched to the job description.
Two values, and what they look like in how you work.
Bread 1: “A bit about me — I’m [X], based in [Y], and outside work I’m into [interest].”
Filling: “Professionally, I’ve spent [X years] in [sector], focused on [skills]. Most relevant here, I’ve delivered [impact 1] and [impact 2].”
Bread 2: “In how I work, I value [value 1] and [value 2] — which means you’ll get someone who [behaviour].”
Answer in two halves: first play to their ego (with evidence), then explain why the role fits you and how you’ll add value.
Part 1 (belly): “What appeals to me about you is [1–2 things], and I say that because [evidence].”
Part 2 (you): “What excites me about the role is [role elements]. I can add value because I’ve done [proof]. I’ve already got a couple of ideas around [area 1/2].”
Generic answers (“I love your values”) blur with every other candidate. Specific evidence + a couple of ideas = a candidate already thinking like an insider.
Most people either dress a strength up as a weakness (“I’m a perfectionist”) or shoot themselves in the foot. Don’t. Do this in three steps.
“This question comes up a lot, so I applied it to this role. I reviewed the job description and one development area for me is [X].”
“What I’ve already done is [specific action], and if I progress I’ll [next step] so I’m fully up to speed quickly.”
Predict likely questions from the job spec, then prepare 2–3 versatile stories that cover most scenarios. Tell each one in four parts.
The team did things; the panel is hiring you. Make your specific actions visible.
Walk them through your process clearly — the “A” is what they’re scoring.
Build your 2–3 stories around the most-cited competencies in the JD (leadership, problem-solving, dealing with conflict, delivering under pressure). One good story can answer three different questions.
No questions at the end signals low interest — even if it isn’t true. Always prepare questions across the four types below.
Origins, niche, recent market changes, client base, strategy and direction.
90-day expectations, biggest challenges, opportunities, tools and systems.
Their roles, what’s changed for them, the biggest business challenge they face.
Transferability of your experience, anything they want you to clarify about fit.
Video interviews are tougher than in-person — less body language, less rapport built in. Sort these five things and you’ll land with confidence.
Eye level, centred. No tilted laptop angles — raise it on books if needed.
Face lit from the front, not the back. A window or ring light works.
Match the role. Look like you already belong there.
Neutral but not empty. Add one tasteful point of interest.
Colour, sunshine, greenery — a subtle lift that keeps the conversation warmer.
A good backdrop doesn’t distract — it helps connection. A music print, a piece of tasteful artwork or a plant can build rapport and lift your on-screen energy without pulling focus from what you’re saying.
Two small habits that can change the whole feel of an interview — without changing a word of what you say.
Talkative roles create a temptation: too much to say. Listen properly. Answer the question that was asked. Notice yourself drifting and bring it back.
Professional doesn’t mean painfully serious. Smiling lifts your confidence, warms your tone, and raises likeability — the deciding factor when two candidates are otherwise equal.
Website, LinkedIn, social, reviews, competitors, USP.
Proof, actions, results for every requirement.
Three layers, rehearsed out loud.
2–3 versatile examples that cover most prompts.
Real development area + proactive action.
At least one of each of the four types.
Prepare like a performance. Research that wows, answers with structure, a cherry on top — that’s how you stop wasting questions and start scoring points.
