Common Questions

What is your greatest strength?

I think my superpower is creating common ground & building with everyone I meet. That was key to my success as a realtor. When I met someone, I was always looking for common ground. Normally I started with FORM - Family, occupation, Recreation, Message -that would be booking another appointment. The Secret Sauce is Listening Why this answer worked well: -The candidate demonstrated the ability to detect issues and opportunities early. -The example showed a willingness to take initiative to improve clarity and process.

Tell me about yourself.

I was voted most likely to succeed in HS From there I went to SFA in Nacogdoches Were I SFA w a 3.4 GPA While working 30 hours week as a telemarketer while taking a full load of classes. This is where my sales skills started to develop. I frequently won the sales competitions Reading personal growth books - listening to sales audio in the car while driving home. I knew I wanted to go into sales because I enjoyed relationship with customers. My senior year I decided I was going to be a realtor. I read every book I could get my hands on. I came up with a business plan before I graduated. My first year in real estate I was rookie of the year out of 300 agents. I hired a professional real estate coach Danny Griffin, who has been featured on A&E I got married, learned that 85% of top producing agents are divorced. That's really scared me. I worked 80 hours a week - I wasn't home in the evening or on the weekends. I needed a change - I developed an online generation software Platform - Currently I run 3 ebay business with 13K products and it wasn't fulfilling. I want to be running around Interacting with people, building relationships, follow up & selling products. . Why this answer worked well: Passion for the subject matter and clear direction for the future were apparent. The answer focused on key skills and experiences relevant to the role (rather than a rambling biography).

Why do you want to work here?

Interviewers want to understand what prompted you to apply for this job. They don't want candidates who are indifferent to where they work. Instead, they want someone who offers very specific reasons for why they want this job. I fit in with the company culture & mission. To me, medical sales is more than selling products — it's about developing relationships, and educating the consumer about a product that that has the ability to save someone's life. I know your values include constant learning & improving health care for everyone. That really resonates with my passion.

Tell me about a time you worked with a difficult person.

My boss assigned me to a big project that entailed working across multiple teams. I had to collect and analyze data that would help her make an informed decision about a new service we were introducing to our customers. One of these individuals I needed to collect data from had a bit of a difficult personality. He was late to provide the data, and when he did provide it, it was incomplete or inaccurate. Without getting the right information from him I knew I wouldn't be able to complete my assignment. After I asked a few times, he agreed to have coffee with me so we could talk about the situation and I could get a better sense of what his challenges were. I asked what I could do to help make the request easier for him. He shared that he was overwhelmed, as he had multiple competing deadlines, and that there were errors and delays with all the data. We brainstormed ways that I could break down my request into more bite-size chunks so he could squeeze in the request in between bigger projects. I then customized each of my requests in a way that would work with his schedule. He appreciated how much I was able to tailor my request to meet his needs. And ultimately, he helped me complete my assignments on time. Why this answer worked well: -She described a tough situation and the difficulties that she experienced with this person. -She explained the action steps she took and its positive outcome. -She took the time to understand this individual's issues, which is a crucial skill you need when working with others. My company had kicked off a highly controversial cross-functional initiative. I was the project lead with a team of three Product Managers, though I was not their direct manager. One of the Product Managers was many years my senior and a level above me in the organization. Throughout the process, I found that he was working around me, looping me out, and stalling the process by surfacing problems without recommending solutions. I set aside time for us to chat directly. I shared some of the challenges and pressure I was facing, making myself vulnerable to create space for him to be receptive. I explained the tension I was feeling with regards to our working relationship and asked what I could do to help improve the situation. This allowed us to clear the air, identify issues, brainstorm solutions, and commit to a healthier form of partnership moving forward. It was a powerful reminder of the value of communication and the importance of transparency and honesty on teams. Seeing one another in a humanizing light allowed us to build a stronger team. Why this answer worked well: -The candidate demonstrated strong leadership with the ability to "manage up" when team members have seniority. -The answer outlined important soft skills like problem solving, communication, and emotional intelligence.

Tell me about a time you disagreed with someone.

Occasional conflicts are a fact of life. Interviewers want to see if you can work through those tensions in a respectful way. If you helped steer things toward a good compromise, that's a big plus. Signs of anger or bitterness will count against you. My team was given a new goal: to sell our product to a new customer segment that we hadn't served in the past. The group had strong opinions about the approach we should take. In spite of their voices, I had concerns about their strategy; I thought it may fail as it didn't align with the client's core needs. But I was in the minority and when I spoke up I wasn't heard. I needed to find another way to make the case to my teammates. I set up a focus group with a potential client so my team could understand the challenges and priorities of the people we aimed to serve. The great news was they saw that our planned product wouldn't meet these needs, but if we made some slight adjustments to the service, we could deliver something of real value. The team rallied behind this and got on board. We were ultimately successful in bringing this client onboard—and ten more! Why this answer worked well: -She shared a succinct example of a time when her opinion was in the minority. -She came up with a creative way to change her team's perspective. -She used this new strategy and described how well it worked. During my time on the growth strategy team, I partnered with various brand and finance teams to create a promotion and events calendar to maximize portfolio performance. This was especially challenging because each brand team was only responsible for their brand's performance, while my job was to help ensure that the entire portfolio succeeds. This created an inherent discord in the exercise. In the past, teams would look back at the previous year's events with the goal of essentially replicating them. It occurred to me that this may not be the most efficient way to plan the calendar, since the process didn't involve any real evaluation of success. My partners were reluctant to let go of the existing process. To get buy-in, I prepared two scenarios. One used the old approach. The other used my new suggested approach with event evaluation criteria — showing both the monthly and total year sales estimate for each brand, as well as the entire portfolio. To make sure my case was airtight, I'd pre-worked with other cross-functional teams to ensure that the new projections were compatible with monthly product supply numbers and trade allowances. I was able to get buy-in and implement the new process, which has allowed us to factor in accurate estimates, measure success, and increase the efficiency of event planning. Why this answer worked well: -The answer demonstrated the candidate's ability to evaluate and optimize an existing process, using data and key performance metrics. -The candidate showed flexibility in his approach through scenario planning, seeking a win-win solution for all partners. -The outcome was a more strategic process and a net positive for the company.

Tell me about a time you had to handle pressure.

Some jobs are high-stress and interviewers will test you to see if you can handle the heat. You'll get partial credit for talking about your heroic efforts to get everything done, but you'll get more points if you've enlisted allies. I was working on my company's big quarterly project update when two team members left unexpectedly and we were short-handed with three weeks to go. I convened an urgent strategy session where we identified all the projects they were involved in and mapped out our action plan. We shared the most important tasks within the team and got them all done in time. We canceled two optional features that could wait a quarter, and we reached out to a former intern who was able to deliver 15 hours of remote work in the last weekend sprint before the deadline. We were able to complete the project without a delay and delivered on all the essential deliverables by being creative, strategic, and very focused. Why this answer worked well: -She described herself as a friendly leader who got to work addressing the challenge for the entire team. -She took us through a strategy where she focused on the most important elements and deprioritized the rest. -She was creative and resourceful by finding an unexpected ally to help her through this challenge. During my time as an analyst for a major airline, I was pulled into a special project where we were asked to look at a potential merger scenario with another carrier. Due to the confidentiality of the project, I was unable to work with peers or use my normal channels for support, and was required to meet a demanding work schedule in order to complete our evaluation in the allotted time. While this project leveraged some of my existing skills, there was still a lot I needed to learn about our acquisition target to complete the work. I made my family aware that I'd need to temporarily shift my evening hours to work. This proactive communication prevented me from facing compounding pressure. I also made sure to communicate daily with my VP. He knew the unique challenge I was facing and could provide guidance, but only if he knew where to help. So I set up daily check-ins with him to show him my progress and receive feedback in a 1:1 setting outside of our normal working group. This added communication helped me avoid any surprises, eased stress, and allowed me to successfully manage and complete an unfamiliar project. Why this answer worked well: -The candidate demonstrated flexibility by being willing to deviate from a normal workflow. -The candidate demonstrated the ability to learn new skills and processes quickly.

Tell me about a time you created a goal and achieved it.

Strong answers reassure interviewers about your ambition and your determination to press ahead. Pick a trivial goal, and you're at risk of being tagged as a slacker. In my line of work, most top performers have MBAs. I couldn't afford to step out of the workforce for two years to earn one. But I promised myself to do everything possible to earn an MBA within three years while working full-time. I found a top-rated online program and started setting my alarm clock for 5:30 a.m. I set goals of two hours of study time in the morning and evening, and made detailed to-do lists to manage both my study schedule and my other work responsibilities. It was incredibly hard, but I persisted and managed every minute of my day—and achieved my goal. Why this answer worked well: -He chose a goal that's clear, ambitious, and relevant to his career. -He described specific actions he took to achieve his objectives. -He made it clear that he accomplished his goal. I Why this answer worked well: -The candidate was realistic about the challenge, but created a clear plan to meet the timeline. -The candidate demonstrated leadership by encouraging morale and securing a team reward.

Tell me about something you've accomplished that you are proud of.

This question assesses how you define a professional success. If the story resonates, the employer will want you to do similar things at his or her company. You should focus on the impact and outcomes. When I first joined the company, I noticed that the existing monthly budgeting process was quite time-consuming and inefficient because it was highly manual. There were errors and inaccuracies, and I took the initiative to implement a new budgeting template to automate the process and make it simpler. I developed automated calculations using Excel and fill-in-the-blank lines for departments to submit their numbers. Then I designed and led a training for all relevant staff. The new system made it easier for the departments to provide their budgets in an error-free way. Overall, we had 25% fewer errors in the next cycle of budgets and my team became 30% more efficient. My manager gave me a very strong review for the quarter and noted that she appreciated my initiative to automate and make the process a lot less cumbersome. Why this answer worked well: -She started off by discussing the situation she inherited when she joined the company. -She described the action steps she took to improve the situation. -She quantified the positive results and relayed how impactful this was for her and her team. In my role on the innovation strategy team, I helped create a long-term innovation pipeline which led to multiple product launches for a critical business unit. While the company was a market leader in the space, we had been rapidly losing market share over the last few years. My first action was to identify the root cause of our declines. Through a detailed analysis, I identified that our product lineup didn't fully satisfy evolving consumer needs. I also examined our past product launches and found that they'd lacked differentiated utility. I got approval from leadership to take an end-to-end approach using design thinking. We started with consumer immersions to understand how our products are used and which barriers we'd need to overcome. From there, we created new product concepts. We tested the concepts with consumers and created a long-term innovation pipeline. Finally, we partnered with cross-functional teams to charter and launch 3 products in just 2 years. This increased market share for the first time in 5 years, and we have seen sustained sales growth ever since. Why this answer worked well: -The candidate demonstrated the ability to think critically, develop a strategy, and execute a plan. -The answer showed how those efforts led to a positive business result.

Tell me about a time you had to persuade someone.

This question is all about sizing up your emotional intelligence. Interviewers are looking for problem solvers, not shouters. Strong answers showcase your listening skills and your ability to guide people to better choices. The day before a major management review, I was told we only had ten minutes to present our project. We had originally been promised fifteen. Most of our team members agreed to shorten their remarks. One person refused to make changes. I suggested that we sit down over coffee and talk about it. I started by listening, letting him explain how hard he'd worked. I realized the issue wasn't about the length of his speech but more about him being recognized for doing a thorough job and getting his presentation together. He was proud of his work. So, we talked about another way of recognizing his efforts by acknowledging him in our team newsletter. When we wrapped up that part of the conversation, he volunteered to shorten his part of his speech. By treating his contributions with respect, I guided him to a better outcome. Why this answer worked well: -He created an alternate path that supported this coworker's goal without wrecking the entire project. -He summed it up well at the end showing how he can be persuasive without dominating the conversation. At a key moment in my previous role, my team was trying to balance the growth of our user base and safety of users. We were exploring many solutions for this problem, and my role was to align the team. Our engineering manager had a strong perspective on a solution that was technically straightforward, but did not fully address both needs. Our designer wanted to implement a more complicated, but comprehensive solution. I believed that the latter seemed like the appropriate course of action, but it needed an additional layer of depth to fully address concerns from all parties. First, I partnered with the designer to outline the solution and create a framework that detailed key benefits and potential downsides. Next, I brought in an engineering counterpart to break down the costs and timing implications of building a comprehensive solution. These inputs enabled a strong case for the more complicated, but ultimately more meaningful solution. Enthusiastic team alignment made timely leadership buy-in possible. While I had to invest more detail work upfront, we were able to shave off a few weeks by broadening our technical brainstorms throughout the early stages — which allowed us to complete the project ahead of schedule Why this answer worked well: -The candidate demonstrated the ability to identify project gaps and build a strong case towards the more optimal solution. -The answer clearly outlined the approaches and strategies behind each action, which ultimately lead to improved efficiency and timely delivery.

Do you have any questions for me?

This question isn't just designed to make sure you leave with all of your questions answered; it's intended to see if you're prepared and to assess how curious and thoughtful you are. I do have a few questions. Thanks for asking. We talked a bit about your plans to invest in training opportunities for your current employees, especially those who will be managing the company's transition to a centralized billing system. I think that this is a great plan, and I'd love to support the curriculum development. Now, will most of the training modules be designed by this team? And will they be delivered in person, via webinar, or a video format? Or will you be using a hybrid approach? Why this answer worked well: -She showed that she had been paying attention to the conversation. -She wanted to delve a bit further into a topic that they've just discussed. -She conveyed a lot of enthusiasm about supporting what sounds like a priority project for that organization. Why this answer worked well: -The candidate referenced earlier parts of the conversation, showing that they were interested and engaged. -The questions show that an awareness of and interest in how the company is perceived.

Why should we hire you?

You call me when you need things done. I'm not going home at 3 o'clock to watch Oprah or "study." I'm going out to drum up more business. I've been successful with the key responsibilities for this role: Making target market, developing strategic plan, following that plan, never missing a phone call. Let me example, when I was in real estate, I would tell my customers, if I ever missed a call, I will give them a 20-dollar bill, in the mail to them that day. When the customer calls, you have to answer, regardless of whats going on in your life at that moment - even if its 3 am. My wife and I would take 2 cars everywhere we go. I've been in sales for the last 15 years and I know how important it is to hit targets — it's the lifeblood of what we do. I received multiple awards for customer satisfaction and most likely sold in a calendar month. I have built 2 sales teams - 1 in real estate & 1 to sell my lead generation software program. I believe I would be a great fit for this role as I already have relevant experience Creating a target market Strategic Plan of action My follow up skills - without being annoying FSBO Follow up This question tests how persuasive you are. Interviewers want to see if you can make a calm, confident case for yourself, even if they're acting skeptical. They're looking for factual and compelling answers.

Tell me about a time you failed or made a mistake.

Being able to admit to a mistake shows maturity and personal accountability. Employers want to know you're self-aware and that you learn from past experiences. Errors are inevitable in any job - it's how you handle them that matters. In my first job, my manager asked me to develop several forms of tracking projects. I said "yes" because I wanted to do everything my manager asked me to do. But as I started working on the project, I realized I didn't understand the overall goal. And the project ended up creating templates that didn't meet my manager's expectations. My manager was disappointed in me. She told me that if I had asked some clarifying questions, I would've gotten to a better work product. I admitted to my manager that I had made a mistake and learned that it doesn't make you look stupid if you ask clarifying questions. I learned that it's better to speak up quickly. That's how I've handled those situations ever since. Why this answer worked well: -She owned her mistake, going straight to the point and describing a situation with the right level of detail. -She reflected on what she did wrong—not asking clarifying questions—and how that negatively impacted her work. -She talked about what she learned from the experience. During my first few months in network planning, I worked to launch a new international route for a major airline. Months of work and detailed analysis goes into every new route as many candidates are narrowed down to a few worthy of a multi-million dollar investment. Regardless, this work needs to be done at a rapid pace and with a high level of confidentiality. My team moved quickly, and my work was shared with only a few key decision makers in the company to gain approval. Unfortunately, throughout the rapid pace of work, a few key stakeholders were left out of communications and felt unprepared. They were later left to scramble and quickly adapt when they heard about my project in the media. Learning from my mistake, I developed a robust checklist of each communication that would be required prior to all subsequent launches. I also adapted it for other teams to help my peers avoid a similar oversight. Why this answer worked well: -The candidate addressed the question honestly, and described actions taken to avoid repeating the mistake. -Adapting the solution for peers shows the candidate's dedication to the company, and indicates a team player mentality.

What is your greatest weakness?

Being too ambitious at times. An example of this is when I started real estate. I Knocking on 400 doors - 4 times was a massive task to create a target market.- I put the plan into writing so I was committed - this approach was called farming. If would have better off to make 2 To help me over come this, I know show my written plans to some of my mentors. Why this answer worked well: -He shared a story about how a weakness would negatively impact his work and stress him out. -He turned his self-awareness into a plan to help him manage that weakness so he would be successful in the future. -He shared specific details, which made the story feel relatable.

Tell me about your greatest professional accomplishment

Building my real estate business in the cold market. I had to follow up with most best leads to see where they were at in the process, and at the same time never letting a phone call go unanswered. They would call you when they were ready to list or buy and if you didn't go right then, you would lose the sale.

Why do you want to leave your current role?

Employers say they want to hire people who are running "to" a role as opposed to running "away." However, they are also interested in your honesty when things haven't worked out and will give people second chances when they demonstrate hunger. I'm eager to find a new opportunity and grow. Why this answer worked well: -She was positive and talked about her excitement about the new role. She did say she started to stagnate in her current role though, so she should tweak that language a bit to make it more favorable to them. -She talked about using her current skills to gain new skills and experiences as a sales manager. -She framed this in the context of the new role and the new job she's applying for. She should make it even more about how excited she is about the products—and selling them—for the company she's applying to. I believe that the key to long-term professional growth is gathering critical, foundational experiences. In my case, my aspiration is to lead a large multinational business in a general managerial capacity. To get there, I have identified a set of enabling experiences, and have been very intentional in choosing my roles and assignments so far. While I have learned an immense amount in my current role as a strategic insights marketing manager, I believe that it's the right time to expand my learning with a new challenge. Over the last 4 years, I have worked across a variety of marketing, strategy, and sales assignments across different global regions. I've built a strong understanding of how to sustainably grow brands & businesses through consumer-centric strategies. In the next stage of my career, I'd like to lead a mid-sized business team by setting the long-term vision and translating that into short-term tactics. It's also important to me to create an environment where my team can deliver great work while feeling empowered and energized. Why this answer worked well: -The candidate was able to distill key learnings from their current employment and identify additional growth areas. -The answer outlined clear career goals and a progress -plan.

Where do you see yourself in 5 years?

Employers want to determine how serious you are about your career and whether your goals match the goals for this job. Employers don't expect you to offer up a specific title you want. Instead, they want to know what you hope to accomplish. Why this answer worked well: -She broke it down into two-to-three year chunks. -She explained what she could give in relation to her Excel skills rather than what she planned to get from the company. -She avoided mentioning any job titles she hoped for in the future. In the first two or three years, I plan to immerse myself in the position by leveraging my strong Excel knowledge to develop automated reports and processes. The goal would be to improve efficiencies and reduce time spent on manual tasks. Within two to three years after that I see myself using that experience to help other departments develop similar efficiencies. My professional experience has provided a strong foundation and invaluable insight into my strengths, interests, and areas of opportunity. In the next 5 years, my aim is to continue to build strong relationships and trust by establishing myself as an expert in my field. This will require dedicated investment both in and outside of my role, gathering new perspectives from partners, colleagues, and mentors. I plan to spend the next 2-3 years honing my leadership skills. I'm a fast learner and enthusiastic student of the industry. In each role, I have sought mentorship, and would like to provide this kind of support to others in the future. I have enjoyed owning projects and leading collaborators, and believe that management is the next right path for me. That's just one reason why I'm drawn to your company. I've heard incredible things about your management training programs, and I am looking for an organization I can grow with. I believe that I have both the drive and the soft skills to be a real asset to your team for years to come. Why this answer worked well: -The candidate has a clear vision for their career and outlined how their goals can be an asset to the company. -An interest in mentorship shows willingness to take guidance, as well as invest energy in others.

Describe your most challenging project.

Employers want to get a sense of what 'challenging' means to you. They also want to know how you handled the situation in a calm way. They're looking for a storyline to prove that you can turn a bad story into a good story. In my current role, I was in charge of leading a major marketing campaign for a new product launching nationwide. The project was challenging both because of how large it was and because it involved constant communication with at least seven teams inside my company. Even though I tried to share the same information with everyone, it was clear that not everyone was on the same page. Partway through, I discovered that some of the teams were not on schedule with their assigned tasks. The implications were significant, and a delay to the campaign would negatively impact our revenue goals. I identified the root causes of the delays and set up a plan of action to address them. I planned in-depth one-on-one meetings with the team leaders to help re-inspire them. We talked about the goals and set ambitious targets for getting these last items across the finish line. I then organized and led status-update calls for the larger team and implemented a public dashboard to keep everyone accountable. In the end, we did meet the marketing campaign deadlines and the product launch was a hit. The company hit their revenue goals and everyone on the sales team received a well-deserved bonus. Why this answer worked well: -She told us about the potential for serious negative consequences. -She described concrete action steps she took to overcome this challenge. -She shared the positive results of her actions. I was brought into a project right before the ramp, when the existing team ran into a blocker issue. They were severely constrained in both resources and time, and didn't have the bandwidth to address it. Obviously, there was a lot at stake. The expectation was that I would quickly solve the issue, but I was coming in completely cold and the team was stressed and resistant to stop what they were doing to bring me up to speed. Success required two things. First, I needed to clearly explain exactly what I needed from each team member — and why. Second, I needed to gather this information and context as quickly and efficiently as possible. Once the team realized that there was a process in place, they were very responsive. With all the appropriate inputs, I was able to create a plan to solve the issue within just one week. The team just needed a point person to align everyone. Once I did that, we were able to get things back on track and deliver the project on time. Why this answer worked well: -The candidate was able to clearly articulate the challenges, requirements for success, and the use of soft and technical skills to solve a problem. -The answer indicated a willingness to be adaptable, and the ability to meet aggressive deadlines.

Tell me about a time you surpassed people's expectations.

Employers want to know they are hiring high quality people. If you have a story about surpassing an expectation, you've probably gone above and beyond the call of duty and that's a great thing! As a young professional, I was given a small event to manage for my company's senior executives. We originally expected about 50 attendees, but then the CEO decided to participate too. Suddenly, the event became much bigger with 400 people attending. We had to organize buses, food, scripted content, speeches and the program itself. I stepped up and designed carefully crafted messaging documents for each stakeholder; had weekly check-ins with each group; and ran volunteer training sessions to be sure that all the logistics ran smoothly. I learned the importance of careful planning and constant practice; two habits that paid off on many projects since then. The event is now considered the most successful of our division. My boss praised my work for going far beyond what she expected when the project was first assigned. Why this answer worked well: -She painted a picture of how she approached a new problem. -She explained how she adjusted throughout to meet challenges as they arose. -She described the successful outcome and its implications for her job. In my role as Business Analyst, I was responsible for analyzing and implementing strategies for key products. Due to a combination of an organizational restructuring and employee attrition, my team of four shrunk down to a team of two: my new leader and me. At this stage, I combined some key skill sets. I used my technical expertise to create and automate new models that would capture potential opportunities, and my ability to communicate complicated results in simple language to support our sales team's efforts. The automation led to greater efficiency, and my communication and relationship-building skills helped the sales team create client-specific onboarding strategies. This enabled us to continue to keep the business going with minimal impact. I was recognized by senior leadership for being able to pivot quickly in unpredictable circumstances and make the most of a difficult situation. Why this answer worked well: -The candidate used both soft and technical skill sets to maintain output with reduced headcount. -The answer demonstrated a growth mindset by showing adaptability, innovation, and the willingness to rethink how their role can be done.

Tell me about a time you had to manage conflicting priorities Employers want to see how you handle competing priorities, understand the implications of missing deadlines, and can stay cool under pressure.

Employers want to see how you handle competing priorities, understand the implications of missing deadlines, and can stay cool under pressure. Why this answer worked well: -She explained the many conflicts happening in this particular week at work. -She described how she tackled the process and showed what steps she took to get everyone on board with the new timeline. -She ranked the assignments based on who the clients were and what they expected. The outcome was positive and the clients were happy. I was asked at the last minute to help with a major project. The deadline was just a few days away and the project had gotten derailed. As I was working on this first urgent project, I was approached by two different clients with pressing requests as well. These conflicting priorities overwhelmed me at first. Then I came up with a plan to prioritize the tasks I was given based on their level of importance. I determined which clients were the most critical to our business and who needed deliverables with the quickest turnaround. I ranked the assignments and figured out how long it would take me to finish them. Then I checked in with my coworkers, clients, and manager to see if the timeline made sense to them. We added an additional team member, stayed in the office late for a few nights, and aligned with the clients on the new timeline. In the end, I was able to complete everything on time. Each client, manager and co-worker was satisfied with my work and were happy that I communicated my revised timeline so there weren't any surprises at the end of the project. As part of my role in Business Development, I managed multiple programs. Due to changes in business needs, I had to update the training for the sales team for one program, while working on launching a new capability within the other. Both were high priority and time sensitive, and required major time and effort on my end. To ensure that deadlines were met, I met with the respective internal and external partners to set expectations and key milestones. I also identified which teams would be responsible for the various aspects of each deliverable. Once we established parameters, I stayed in regular communication with all stakeholders. Every time we hit or missed a milestone, we went back to the plan to adjust and realign. The constant open communication kept us all on the same page and working towards the collective goal. We were able to successfully deploy the new capability for one of the programs, which was a big success. Due to factors beyond our control, we missed the deadline for the other program — but our transparent and communicative working model eased conversations with partners and leadership, and allowed us to pivot quickly. Why this answer worked well: -The candidate demonstrated the ability to manage expectations across stakeholders while ensuring alignment throughout multiple projects. -The answer highlighted strong communication and project management skills, and the ability to ease challenging conversations.

Describe your leadership style.

Good leaders can explain their values and priorities in a few words. This is a test to see if you can explain yourself. It also helps to determine whether your approach meshes with the company's own culture. For me, good leadership is about finding the best analytical approach while still caring about the people on the team. Last year, I took charge of a digital marketing campaign that wasn't getting any traction. I realized our team members didn't know what was expected. We worked together to build new metrics. I gave more responsibilities to our most engaged team member and helped another one find a different job where he could be more effective. Within three months, we were hitting our numbers and morale was vastly better. When we were ready to expand, five internal candidates asked if they could join our team. I love building productive, successful teams, and it sounds as if there would be great opportunities to do that in the job we're talking about. Why this answer worked well: -She talked about what her overall philosophy was and how she was an effective leader. -She shared an example of something that was a challenge, what she did to solve it, how she brought the team along, and the results that she captured from it. -She wrapped it up with how it connected back to the organization. I subscribe to McGregor's Theory Y of management, which emphasizes the importance of "participation." This theory suggests that people take pride in their work and act responsibly for the most part. I firmly believe that everyone wants to do their level best, and will do so when they have a clear vision, the right tools, and a sense of ownership. This informs the way I lead and inspires my goal of creating a positive, inclusive, and enabling work environment for everyone involved. In my experience, this approach has kept collaborators highly motivated and delivering work in a way that is sustainable for everyone involved. While working on a small sales team, my focus was to set clear and collective targets to ensure ownership, and offer regular training sessions on selling process and technology use. This was more efficient than having a weekly check-in and feedback cadence. It was a refreshing change for the team who appreciated the autonomy. This approach was successful, as our team consistently delivered above plan revenue while achieving savings on trade allowances. I also received the CEO award for sales excellence and received the highest performance grading. Why this answer worked well: -The answer includes their philosophy and a real-life example of how it has been successfully applied. -The candidate's story shows a genuine interest in teams and in building leadership skills.

What are your salary expectations?

If this question arises early, odds are that the interviewer is really asking: "Can we afford you?" If it arises much later, the interviewer may be hoping that your salary requirements are aligned to what they have budgeted for this role. I've been doing some research on the market for the role of Sales Analyst. What I found from LinkedIn's salary tool is that here in Chicago, base pay for these jobs tends to run between $61,000 and $71,000. Half the companies pay bonuses as well. Given the global impact of your company, and the fact that candidates with Master's degrees, like me, are being recruited most heavily, I think we should be looking toward the top end of that range. Why this answer worked well: -She started off by giving a salary range instead of a specific number. -She brought neutral research to the table, which establishes her as someone who's trustworthy, bold and grounded. -She did a credible job of showing why she should be at that higher range, which made her come across as confident and steady. Based on my current compensation and market research from resources like Glassdoor and levels.fyi, I am seeking a base salary within the range of $[dollar amount] to $[dollar amount]. I've seen similar roles that are offering $[dollar amount]. My specific experience and years in the field are closely aligned with this position, making me a strong candidate to be able to jump in and quickly add value. That said, I understand that this base salary range might be on the higher end of the spectrum for a growing company, and I'm willing to consider a lesser base paired with a signing bonus or increase in restricted stock units. My intention is to grow with the company and invest myself in its success. Why this answer worked well: -The answer was well-researched and demonstrated the value that the candidate could add to the company. -The candidate provided a base salary range, as well as alternative forms of compensation.

Tell me about a time you were successful on a team.

If you can show that you've helped a team move through a challenge, you probably have strong communication and interpersonal skills. These kinds of "soft" skills are in high demand and make people successful in their jobs. Why this answer worked well: -She started off discussing a specific situation and the issues involved with having to work on a global team. -She talked about the specific action steps she took like implementing a new work process. -She described the positive results and teamwork skills she demonstrated along the way. Why this answer worked well: -The candidate showcased their ability to align stakeholders with very divergent points of view. -The answer included strategic thinking skills and personal initiative.

Tell me about a time you had to learn something quickly.

Interviewers want more than a one-time success; they're looking for signs of a well-tested strategy that helps you gather information and put it to use. They also want to know if you feel comfortable with rapid learning. When I started in my role, I thought I was quite good at Excel. I had told my employer that I knew how to calculate complex formulas, but I quickly discovered that my experience was well behind that of my peers. I didn't want my boss to know that I was trailing in my capabilities just as I stepped into the new role, so I came up with a plan to teach myself everything I was missing. Every day after work, I watched at least an hour of Khan Academy videos. I also found practice worksheets online that allowed me to test myself and be sure I was mastering the content. Within three weeks, I was nearly as fast and fluent as my colleagues at work, and my boss never knew I had come in behind. Why this answer worked well: -She showed initiative by going above and beyond after work to catch up to her peers. -She was specific in what she didn't know and then told a clear and concise story about what she needed to do to change the situation. -She described how with focus and hard work she was able to catch up rather quickly. In my role as a new manager, I was given a new tele-acquisition channel to manage with little guidance. The channel was brand new to me and my team leader, so we had to get up to speed quickly. I had to learn the channel's end-to-end process, how it functions, and its various nuances to prevent any negative impact to the business during the ramp up process. I set up time with our internal and external partners to get an understanding of their scope and expectations, and started to build relationships. I took the time to review previous years' results and understand team pain points. Then, I coalesced all this information and created a process map to clearly lay out our goals and action steps required to smoothly transition — as well as establish myself as the point of contact and project owner for accountability purposes. Due to these efforts, we were able to not only maintain the high standards the channel was running at before we took over, but we also made key process improvements resulting in higher client satisfaction. Why this answer worked well: -The candidate demonstrated the ability to quickly assess situations, solve problems, and activate individuals across different disciplines with little direction. -Creating a process that held the team accountable for success showed leadership skills.

What would your co-workers say about you?

Interviewers want to know if you'll fit in with the team. This question can also help you highlight your strengths without feeling like you're bragging. I think my coworkers would tell you that I'm the one you turn to when it's time to make sure everyone stays motivated and on track to pull off big, high-profile projects. In one of my LinkedIn recommendations, my supervisor refers to me as the "Human Glue", which is something I'm proud of. She gave me that nickname after we went through a complex ERP implementation. It was one of those stressful time-critical projects that required the team to come together and make things happen in a short amount of time. I kept the crew going, sometimes through long evening and weekend hours, and inspired them to bring their absolute best to the project everyday. I think that they also appreciated the pizza and donuts I brought in too. Why this answer worked well: -He shared something specifically related to the job. -He pointed the interviewer to a supervisor's favorable LinkedIn recommendation. -He shared a bit of humor. I would expect that most coworkers would describe me as driven. When I join teams or start on projects, I spend a lot of time understanding what's most important about the work, which is a huge motivating factor for me. Once I lock in on what matters most, I share it with the team so we're all invested with a common purpose. Being driven allows me to share what some have called my "infectious enthusiasm" with others and rally the team, and also means that I spend a lot of time with my work to make sure it's done well. My teams have solid track records of hitting if not exceeding their goals because of this focus and ability to motivate. A good example was when I was working with quite a large group, and our project was given to us top-down. This didn't feel empowering for the team, but I worked with leadership and our user research team to help the engineers and designers recognize the value of what we were working on. It was slated to be a multiyear project, but because the team was motivated and we focused on creating specifications for the product, we were able to deliver a prototype in just a few months. Why this answer worked well: -The answer painted a picture of a strong, motivating team member. -The candidate detailed how their strength directly benefited their employer.

What do you like to do outside of work?

Interviewers want to know you're going to be enjoyable to have around and not just that you have the hard skills for the job. Use this question to set yourself up as interesting, fun, curious, or a go-getter. Why this answer worked well: -He came off as resourceful, financially responsible, and willing to share his talents with others. -He focused on how his interest helps with self-improvement. -He made sure all his comments were appropriate. Why this answer worked well: -The candidate showed interest in learning from people with different backgrounds. -The answer included hobbies centered around health and self-improvement.