Stop Preparing for Interviews Like It’s a Final Exam: The Strategy for Landing the Role
By Derek — Money isn't complicated. People just make it complicated. ·
Most people approach an interview like they’re cramming for a college midterm. They spend three days memorizing company history, rehearsing canned answers to 'what’s your biggest weakness,' and obsessing over their outfit.
Then they walk in, get asked a curveball question, and freeze.
I’ve sat on both sides of the table. I spent five years at Goldman Sachs, where I saw the brightest minds in the world crumble under pressure because they were playing a role rather than solving a problem. Now, running my own practice, I hire people who can actually move the needle. Here’s the truth: nobody cares how well you memorized their mission statement. They care if you can solve the headache that caused them to open the job requisition in the first place.
Money isn’t complicated, and neither is landing a job. People just make it complicated by playing the game instead of winning it.
Stop Memorizing, Start Diagnosing
When I’m interviewing someone, I’m looking for a consultant, not a subordinate. If you come in just hoping to answer questions, you’ve already lost. You need to treat the interview like a discovery call.
Before you step into that room—or open that Zoom link—you need to map out the company’s pain points. What’s their current market position? Are they scaling too fast and losing process? Are they struggling with retention? Use the public data—earnings calls, recent press releases, even their LinkedIn activity—to identify the gap.
When they ask, 'Tell me about yourself,' don’t give me your resume. I already have the paper. Give me your value proposition. 'I’ve spent the last three years refining my process in X, which is exactly why I’m confident I can help you fix Y.' You just shifted the dynamic from 'please hire me' to 'let’s solve this.'
The F1 Mindset: Anticipating the Apex
I’m a massive F1 guy. If you watch the races, you know the difference between a mid-field driver and a champion isn’t just car speed—it’s the ability to anticipate the apex. They know exactly where the car needs to be before they even hit the corner.
In an interview, the 'apex' is the moment the interviewer starts asking about your track record. Don’t wait for them to ask, 'Give me an example of when you failed.' That’s boring. Instead, use the 'Challenge-Action-Result' framework to curate your own highlight reel.
Have three stories ready that demonstrate: 1. A time you saved money/time. 2. A time you handled a high-pressure pivot. 3. A time you managed a difficult stakeholder.
If you have these three stories tightened up, you can answer almost any behavioral question by tweaking the intro and outro. You aren’t memorizing; you’re steering.
Stop Asking 'Do You Have Any Questions for Me?'
You know that awkward silence at the end when they ask if you have questions, and you pull out a generic, 'What does the company culture look like?' Please, stop. That tells me you didn’t do your homework and you’re just checking a box.
This is your closing window. Use it to demonstrate that you’re already invested in their success. Ask questions that force them to visualize you in the role.
Try these:
- 'What is the most pressing project the person in this role will need to get off the ground in the first 90 days?'
- 'How does the team currently measure success for this specific function, and where do you think that metric falls short?'
- 'What is the biggest friction point between this department and the rest of the organization?'
See the difference? You’re not asking for information; you’re asking for an invitation to get to work.
The Psychology of the 'No'
Even with the perfect strategy, you’re going to get 'no's. It’s part of the process. In my Goldman days, I saw people get rejected for roles they were perfectly qualified for just because the hiring manager had a specific 'type' in mind or internal politics were at play.
Don’t internalize the rejection. If you’ve done your research, pitched your value, and asked intelligent questions, you’ve done your job. The rest is just variables outside your control. Treat every interview like a data point for the next one. Did you struggle to explain your work? Refine the story. Did you freeze on a technical question? Study the gap.
Business is just a series of transactions. If you treat yourself like an asset—not a resume—you’ll realize that one 'no' isn’t a dead end. It’s just a signal to pivot your strategy for the next acquisition.
Keep It Simple
At the end of the day, people hire people who make their lives easier. They want someone who is sharp, prepared, and low-maintenance. If you can walk in there, diagnose their problems, and show them exactly how you’re the lever that moves their business forward, the offer is usually inevitable.
Don’t overcomplicate it. Know the business, know your value, and don’t be afraid to lead the conversation.
Are you prepping for a move right now and feeling stuck on how to position yourself? Shoot me a message or drop a comment below. I’m always down to break down a strategy if you’re ready to put in the work.