You're sitting there, palms a bit sweaty, staring at a Zoom screen or a mahogany desk. You’ve prepped. You’ve polished your resume until it shines. But then it happens. The interviewer leans forward and asks that one thing that makes your brain go totally blank. It’s not just you.
Interviewing is a performance. Honestly, it’s a weird, artificial ritual we’ve all agreed to participate in. But here’s the thing: most people fail because they treat the top 20 questions asked in an interview like a test with "right" and "wrong" answers. They aren't. They’re windows. They’re opportunities for the hiring manager to see if you’re going to make their life easier or much, much harder.
Let’s get real about what’s actually happening in that room.
The Big Three: Opening the Door
If you don't nail the start, the rest is just damage control.
1. Tell me about yourself. This isn't an invitation to recount your birth story. Recruiters like Amy Miller (who has hired for big tech) often point out that candidates ramble here. Keep it to the "Past, Present, Future" model. Talk about what you did, what you’re doing now, and why this specific role is the logical next step. Keep it under two minutes. Seriously.
2. Why do you want to work here? Don't say "the culture." It's a cliché that means nothing. Instead, mention a specific project the company recently finished or a challenge they’re facing. If you’re interviewing at a place like Nvidia, talk about their specific Blackwell architecture or their footprint in AI data centers. Show you’ve done more than a five-second Google search.
3. What is your greatest strength? Being a "perfectionist" is a lie. Everyone knows it. Pick a real skill—like data synthesis or conflict resolution—and back it up with a "receipt." A receipt is a 20-second story of a time that strength saved the day.
The Behavioral Gauntlet
This is where things get sticky. Companies use "Behavioral Interviewing" because past behavior is the best predictor of future performance. It's science, or at least as close to science as HR gets.
4. Tell me about a time you failed. This is the one people dread. Most candidates pick a "fake" failure. Don't do that. Pick a real mistake—maybe you missed a deadline or misread a client’s needs. The magic isn't in the failure; it's in the autopsy. What did you learn? How did you change your workflow so it never happened again?
5. How do you handle conflict with a coworker? They’re checking to see if you’re a "brilliant jerk." No one wants to hire a brilliant jerk. Talk about empathy. Mention a time you sat down, listened to a colleague’s perspective, and found a middle ground. It’s about the "we," not the "I."
6. Describe a high-pressure situation. Can you keep your cool when the server goes down at 2:00 AM? Or when a major client threatens to pull their account? Walk them through your thought process.
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7. Tell me about a time you went above and beyond. This shouldn't be your daily job description. It should be that one time you stayed late to help a junior dev or found a bug that saved the company thousands.
8. Give an example of a goal you reached. Use numbers. "I increased sales" is weak. "I grew Q3 revenue by 22% through a revised lead-gen strategy" is a knockout.
The "Culture Fit" (and Why It’s Tricky)
Culture fit is often a mask for bias, but sophisticated companies look for "culture add." They want to know what you bring that they don’t already have.
9. What are your salary expectations? The most awkward part of the top 20 questions asked in an interview. Honestly, try to defer. "I’m more focused on finding the right fit, but I’m open to a range consistent with the market." If they push, give a $10,000-$15,000 range based on data from sites like Glassdoor or Payscale.
10. Where do you see yourself in five years? They don't actually care about your five-year plan. They want to know if you'll quit in six months. Frame your answer around growth within the company. "I want to be an expert in [this field] and taking on more leadership responsibilities here."
11. Why are you leaving your current job? Never, ever badmouth your boss. Even if they were a nightmare. Even if they were the worst human on earth. Say you're looking for "new challenges" or "a different scale of impact."
12. What do you like least about your last job? A trap. Keep it professional. Talk about a lack of growth opportunities or a desire to work with a different tech stack.
13. How do you handle feedback? Say you crave it. Explain that you view feedback as a shortcut to getting better. Mention a specific time a manager gave you "tough love" and how it improved your output.
The Deep Dives
14. What is your greatest weakness? Again, no "I work too hard." Try something like, "I sometimes struggle with public speaking, so I’ve joined a local group to practice." It shows self-awareness and a growth mindset.
15. How do you prioritize your work? Mention tools. Do you use Trello? Monday.com? The Eisenhower Matrix? Show them you have a system. You aren't just reacting to emails all day.
16. What’s your leadership style? Even if you aren't applying for a management role, you might lead projects. Are you "servant leadership" focused? Do you lead by example?
17. What are you passionate about? It doesn't have to be work-related. Maybe you bake bread or run marathons. This is where you become a human being instead of a LinkedIn profile.
18. How do you stay organized? Basically, they're asking if they'll have to micromanage you. Show them that you’re self-sufficient.
19. What makes you unique? Think about your "USP"—Unique Selling Proposition. Maybe you’re an engineer who can actually write great documentation. That’s rare. Lean into it.
20. Do you have any questions for us? "No" is the wrong answer. Ask about the team’s biggest hurdle right now. Ask what success looks like in six months. This is your chance to interview them.
Why Most People Still Fail
Even with the list above, people trip up. Why? Because they memorize scripts.
You can't memorize a conversation.
If you sound like a robot, you won't get hired. People hire people they actually like. According to a famous study by Albert Mehrabian, a huge chunk of communication is non-verbal. Your tone, your eye contact, and your energy matter as much as your words.
Also, let's talk about the "STARR" method. Situation, Task, Action, Result, Reflection. That last "R"—Reflection—is what separates the seniors from the juniors. It’s not just about what you did; it’s about why it mattered and what you took away from it.
Dealing With the "Curveball"
Sometimes, you won't get asked any of the top 20 questions asked in an interview. You’ll get asked "How many tennis balls can fit in a Boeing 747?"
Google used to love these. They don’t do them as much anymore because they realized it doesn’t actually predict job performance. But if you get one, don’t panic. They don't want the right number. They want to see your math. They want to see how you break a big, scary problem into little, manageable pieces.
The Virtual Shift
Since 2020, the "room" is often a laptop. This changes the game. Your background matters. Your lighting matters. But most importantly, your "eye contact" means looking at the camera lens, not the person's face on the screen. It feels weird. It feels unnatural. Do it anyway. It makes the person on the other end feel like you’re actually looking at them.
Actionable Steps for Your Next Interview
Preparation is the only antidote to anxiety. Don't just read this list; act on it.
- Audit Your Stories: Take the top five behavioral questions and write out your STARR responses. Don't memorize them word-for-word, but know the plot points.
- The "Receipt" File: Keep a running list of your wins at your current job. When it comes time to interview, you won't have to scramble to remember what you actually did two years ago.
- Reverse Interviewing: Prepare three high-level questions for the employer. Ask about their "North Star" metric or how the team handles failure. It shows you’re thinking like a partner, not just a candidate.
- Video Rehearsal: Record yourself answering "Tell me about yourself." Watch it back. It’s painful, but you’ll notice if you say "um" every five seconds or if you look bored.
- Research the Interviewers: Check their LinkedIn. Did they go to the same school? Did they work at a company you admire? Find a point of connection that isn't creepy but shows you've done your homework.
The goal isn't to be perfect. The goal is to be the most prepared, authentic version of yourself. When you stop trying to guess what they want to hear and start telling them what you actually bring to the table, the vibe in the room changes. That’s when you get the offer.