The Interview: It’s Not a One-Way Street (And It’s Definitely Not an Interrogation)

Let’s clear something up: job interviews aren’t just about candidates proving they’re worthy of a badge and a breakroom coffee mug. Interviews are a mutual evaluation. A two-sided conversation. A bit like house hunting—you’re not just looking at what’s shiny; you’re checking for leaks, weird smells, and whether the neighbors play the drums at 2 a.m.

The goal? A strong, healthy fit—for both sides. Because while a resume may look perfect and a job description may sound ideal, only real conversation reveals the truth about alignment, expectations, and mutual potential. Think of it less like a pop quiz, and more like a pre-nup: both parties need to know what they're signing up for.

Candidates: You're Not Just Hoping for an Offer—You're Evaluating One

Landing the next role shouldn’t be a game of “I hope they pick me.” You’re not a contestant on a game show. You’re a capable professional looking for a role that aligns with your goals, values, and—let’s be honest—your sanity. And if the only question you ask is, “So, what are the next steps?” you’re missing a huge opportunity.

It’s easy to show up focused on giving the “right” answers. But the smarter move is to come with the right questions. Questions that help you assess whether this is a place you can grow, be challenged in the right ways, and maintain a reasonably healthy work-life balance.

Ask to Meet the Team

If you’ve only interacted with the hiring manager, ask to meet some of the people you’d work with directly. Not only does this show you’re seriously considering the opportunity, it helps you gauge the team dynamic. Do they collaborate well? Do they joke a little? Are they supportive, or does everyone seem... quietly overwhelmed? These subtle cues matter. The people you work with will impact your day-to-day experience just as much as your actual tasks. Think of it like checking Yelp reviews before booking a vacation rental. You need the full picture.

Clarify What the Role Really Involves

Job descriptions are often a mix of reality, wish lists, and cut-and-paste language from three roles ago. Use the interview to cut through the fluff. Ask what a typical day looks like, what the priorities are for the first 90 days, and what’s already working well vs. what needs improvement. You don’t want to accept a job as a “strategic thought partner” only to discover you’ll be formatting spreadsheets and managing five different inboxes. It’s the professional equivalent of ordering a latte and getting black coffee.

Get Specific About Growth and Support

Asking about development doesn’t make you look flighty; it shows you’re invested in your career. Does the company offer mentorship, professional development budgets, or internal training? Are there paths for advancement, or do people tend to leave in order to move up? The answers can tell you a lot about whether this is a job you’ll outgrow in 6 months or a place where you can evolve. Think ahead—you’re not just looking for your next gig; you’re investing your time and energy. It’s like buying shoes that still fit after your feet swell at the end of the day.

Understand the Culture (Without the Fluff)

Every company says they have a great culture. What you want is proof. Ask for examples of how the team handled a recent challenge. How do they support work-life balance in practice? What do successful people at the company do that sets them apart? This helps you cut through vague buzzwords like "fast-paced" or "family feel" and get to the heart of the matter: will I enjoy being part of this team? (Bonus tip: If they proudly mention how often people work late, consider that a red flag, not a badge of honor.)

Companies: You're Not Just Assessing Talent—You're Being Assessed Too

Here’s the thing: strong candidates have options. The best interviews are a two-way conversation, not a one-sided evaluation. If you treat candidates like they should just be grateful for the opportunity to be in the room, don’t be surprised if they decide not to join you. This isn’t 2002. Candidates are researching you just as thoroughly as you’re researching them.

Your hiring process should feel less like a gatekeeping ritual and more like a professional introduction. You’re not just looking for someone who can do the job—you’re looking for someone who wants to do it with you.

Sell the Why, Not Just the What

Yes, you need someone who can do the tasks. But more importantly, why should they want to work here? What’s the company’s mission? What impact does this team have? Where is the organization going in the next few years, and how does this role contribute to that direction? Candidates want to feel part of something, not just another cog in a machine. Share the bigger picture. Help them see how they’ll matter. And please, no need to start every answer with "We're like a startup..." unless you also offer snacks, stock options, and no meetings on Fridays.

Demonstrate Culture—Don’t Just Describe It

Saying "we have a great culture" is about as useful as saying "trust me" with no follow-up. Instead, show your culture in action. Share stories. Let them meet real team members. Talk about how you handled remote work, supported employee wellness, or onboarded someone recently. These examples are far more telling than any line in a careers page. If your team laughs together, supports each other, and shares memes on Slack—say so! (Just maybe don’t lead with the memes.)

Make It Personal

Generic descriptions of the company aren’t enough. Candidates want to know why you show up every day. What makes this work meaningful for you? What makes your team special? A little vulnerability goes a long way in humanizing your brand and creating a connection. If you can't speak about your company with genuine enthusiasm, that’s a signal worth exploring. And if the only perk you can think of is "free parking," maybe it's time to dig a little deeper.

Respect the Candidate Experience

From timely communication to thoughtful interview questions, how you treat candidates during the process says a lot about your organization. Are you organized? Are you clear about expectations? Do you value people’s time? These things matter. If you want candidates to be excited about joining your company, the experience you offer during hiring should reflect that energy. Remember, ghosting candidates is just as awkward as ghosting a friend you accidentally ran into at Costco.

Final Thought: Interviews Are a Mutual Investment

When both candidates and companies treat the interview process as a thoughtful, two-way conversation, the results speak for themselves: better hires, stronger engagement, and far fewer mismatches. This isn’t just about getting someone in the door—it’s about creating the conditions for long-term success.

So whether you’re job hunting or hiring, remember: the goal isn’t to "win" the interview. It’s to find alignment. And that only happens when both sides are honest, curious, and intentional.

Need help preparing for your next career move or refining your hiring strategy? Let's connect. Helping people find the right fit (and helping companies become the right fit) is what I do best.