| name | interview-coach |
| description | Complete interview preparation guide covering the STAR method for behavioral questions, common question bank with example answers, company research checklist, questions to ask interviewers, salary discussion timing, virtual interview setup, panel interview strategies, and thank-you follow-up templates.
Use when the user asks about interview coach, or needs help with complete interview preparation guide covering the star method for behavioral questions, common question bank with example answers, company research checklist, questions to ask interviewers, salary discussion timing, virtual interview setup, panel interview strategies, and thank-you follow-up templates.
Do NOT use when the request requires professional specialized advice or falls outside the scope of interview coach.
|
| license | Apache-2.0 |
| metadata | {"author":"foundry-skills","version":"1.0.0","tags":"career interview-prep guide","category":"career-development","subcategory":"job-search","depends":"","disclaimer":"none","difficulty":"intermediate"} |
Interview Coach
When to Use
Use this skill when:
- User asks about interview coach
- User needs guidance on interview coach topics
- User wants a structured approach to interview coach
Do NOT use when:
- Request requires professional consultation beyond educational guidance
- User needs emergency assistance
Questions to Ask the User First
- What role are you interviewing for? (title and company)
- What type of interview is it? (phone screen, video, in-person, panel, technical, case study)
- What round is this? (initial screen, second round, final round, etc.)
- Who are you interviewing with? (HR, hiring manager, team members, executives)
- When is the interview? (how much prep time do you have)
- What are you most nervous about?
- Do you have the job description?
- Have you interviewed for this type of role before?
- Are there specific questions or topics you want to prepare for?
- Have you researched the company yet?
Step 1: Company Research Checklist
Before Every Interview
COMPANY RESEARCH CHECKLIST:
BASIC FACTS:
[ ] What does the company do? (products, services, mission)
[ ] How big is the company? (employees, revenue, locations)
[ ] Who are the founders / CEO / key leaders?
[ ] When was it founded and what is its history?
[ ] What industry and market segment?
RECENT NEWS:
[ ] Last 3-6 months of news coverage
[ ] Recent product launches or announcements
[ ] Earnings reports or funding rounds
[ ] Any controversies or challenges
CULTURE AND VALUES:
[ ] Company mission and values (from their website)
[ ] Glassdoor reviews (look for patterns, not individual complaints)
[ ] Social media presence and tone
[ ] Diversity and inclusion initiatives
[ ] Remote/hybrid work policies
COMPETITIVE LANDSCAPE:
[ ] Who are the main competitors?
[ ] What differentiates this company?
[ ] What challenges does the industry face?
[ ] Where is the company positioned for growth?
THE ROLE:
[ ] Re-read the job description 3 times before the interview
[ ] Identify the top 3 requirements and prepare examples for each
[ ] Understand where this role sits in the organization
[ ] Research the team you would join (LinkedIn)
[ ] Understand the career path from this role
YOUR INTERVIEWERS:
[ ] Look up each interviewer on LinkedIn
[ ] Note their background, tenure at the company, and role
[ ] Find common ground (shared connections, schools, interests)
[ ] Understand what THEY care about (engineering cares about different
things than marketing or finance)
Step 2: The STAR Method for Behavioral Questions
Framework
STAR METHOD:
S - SITUATION: Set the scene. Where were you? What was the context?
(Keep brief: 2-3 sentences)
T - TASK: What was your specific responsibility or challenge?
(1-2 sentences)
A - ACTION: What did YOU do? (Most important part -- be specific)
R - RESULT: What happened? Quantify if possible.
(2-3 sentences with metrics)
BONUS: REFLECTION - What did you learn?
(1 sentence showing growth)
TOTAL TIME: 1.5-2.5 minutes per answer
STAR Answer Template
STAR PREPARATION WORKSHEET:
QUESTION: "Tell me about a time when {{BEHAVIORAL_PROMPT}}"
SITUATION:
"In my role as {{TITLE}} at {{COMPANY}}, we faced {{CHALLENGE/CONTEXT}}.
{{BRIEF_ADDITIONAL_CONTEXT}}."
TASK:
"I was responsible for {{YOUR_SPECIFIC_ROLE_IN_THE_SITUATION}}."
ACTION:
"First, I {{STEP_1}}.
Then, I {{STEP_2}}.
I also {{STEP_3}}.
When {{OBSTACLE_AROSE}}, I {{HOW_YOU_HANDLED_IT}}."
RESULT:
"As a result, {{QUANTIFIED_OUTCOME}}.
This led to {{BROADER_IMPACT}}.
{{OPTIONAL: My manager noted / the client said / this resulted in}}."
REFLECTION (optional but impressive):
"This experience taught me {{LESSON}} which I have applied to {{EXAMPLE}}."
Prepare 8-10 STAR Stories
Map your stories to common competencies:
STORY BANK:
Prepare a STAR story for each of these:
1. LEADERSHIP: When you led a team or initiative
Story: {{BRIEF_REFERENCE}}
2. CONFLICT: When you resolved a disagreement
Story: {{BRIEF_REFERENCE}}
3. FAILURE: When something went wrong and what you learned
Story: {{BRIEF_REFERENCE}}
4. ACHIEVEMENT: Your proudest professional accomplishment
Story: {{BRIEF_REFERENCE}}
5. TEAMWORK: When you collaborated effectively
Story: {{BRIEF_REFERENCE}}
6. PRESSURE: When you worked under a tight deadline or stress
Story: {{BRIEF_REFERENCE}}
7. INITIATIVE: When you went above and beyond
Story: {{BRIEF_REFERENCE}}
8. CHANGE: When you adapted to or drove significant change
Story: {{BRIEF_REFERENCE}}
9. INFLUENCE: When you persuaded someone or got buy-in
Story: {{BRIEF_REFERENCE}}
10. PROBLEM-SOLVING: When you solved a complex problem
Story: {{BRIEF_REFERENCE}}
TIP: Most stories can be adapted to answer multiple questions.
A leadership story can also demonstrate conflict resolution,
pressure, or initiative.
Step 3: Common Question Bank with Example Approaches
Opening Questions
"Tell me about yourself." (Not a STAR question -- use a present-past-future framework)
TEMPLATE:
"Currently, I am {{PRESENT_ROLE_AND_KEY_RESPONSIBILITY}}.
Previously, I {{RELEVANT_PAST_EXPERIENCE_AND_ACHIEVEMENT}}.
I am excited about this role because {{CONNECTION_TO_TARGET_ROLE}}."
RULES:
- 60-90 seconds maximum
- Professional only (not personal life story)
- End with WHY THIS ROLE
- Practice until it sounds natural, not rehearsed
"Why do you want to work here?"
TEMPLATE:
"Three things stood out to me. First, {{SPECIFIC_COMPANY_ATTRIBUTE}},
which aligns with my {{VALUE_OR_INTEREST}}. Second, {{PRODUCT_OR_MISSION}}
excites me because {{REASON}}. And third, this role specifically appeals
to me because {{CONNECTION_TO_YOUR_SKILLS_AND_CAREER_GOALS}}."
"Why are you leaving your current role?"
RULES:
- Never badmouth your current employer
- Focus on what you are moving TOWARD, not running FROM
- Keep it brief and positive
SAFE ANSWERS:
- "I am looking for new challenges and growth opportunities in {{AREA}}"
- "I want to be in an environment where I can {{SPECIFIC_GOAL}}"
- "This role aligns with where I want to take my career in {{AREA}}"
- "I am drawn to {{COMPANY}}'s mission/scale/product/culture"
Behavioral Questions
| Question | What They Are Assessing |
|---|
| "Tell me about a time you failed" | Self-awareness, learning from mistakes, resilience |
| "Describe a conflict with a coworker" | Conflict resolution, emotional intelligence, communication |
| "Tell me about your greatest achievement" | What you value, your impact, your motivation |
| "How do you handle multiple priorities?" | Organization, prioritization, time management |
| "Tell me about a time you disagreed with your manager" | Judgment, communication, professionalism |
| "Describe a time you had to learn something quickly" | Adaptability, learning agility, self-motivation |
| "When have you gone above and beyond?" | Initiative, work ethic, commitment |
| "Tell me about leading a difficult project" | Leadership, problem-solving, resilience |
Weakness Question
"What is your greatest weakness?"
THE GOOD ANSWER FORMULA:
1. Name a REAL weakness (not a fake one)
2. Show you are AWARE of it
3. Describe what you are DOING to improve
4. Give EVIDENCE of progress
DO NOT SAY:
- "I am a perfectionist" (cliche)
- "I work too hard" (not credible)
- Anything that is a core requirement of the role
- Anything without a clear improvement plan
Step 4: Questions to Ask the Interviewer
High-Impact Questions
QUESTIONS BY INTERVIEW STAGE:
PHONE SCREEN (HR/Recruiter):
- "What does the interview process look like from here?"
- "What are the top priorities for this role in the first 90 days?"
- "What is the salary range for this position?" (if not already stated)
- "What is the team structure?"
HIRING MANAGER:
- "What does success look like in this role after 6 months? After a year?"
- "What is the biggest challenge the team is currently facing?"
- "How would you describe your management style?"
- "What are the growth opportunities from this role?"
- "Why is this position open?"
TEAM MEMBERS:
- "What do you enjoy most about working here?"
- "How does the team collaborate on projects?"
- "What is the onboarding process like?"
- "What tools and processes does the team use?"
SENIOR LEADERSHIP / FINAL ROUND:
- "Where do you see the company in 3 years?"
- "What are the biggest opportunities and threats facing the company?"
- "How does this team contribute to the company's strategic goals?"
- "What would make someone wildly successful in this role?"
QUESTIONS TO AVOID:
- Anything easily found on the company website
- "What does the company do?" (shows zero research)
- Salary/benefits in the first interview (unless they bring it up)
- How quickly you can get promoted
- "How soon can I take vacation?"
Step 5: Salary Discussion Timing
SALARY CONVERSATION GUIDE:
WHEN THEY ASK YOUR SALARY EXPECTATIONS EARLY:
"I would like to learn more about the role and responsibilities
before discussing compensation. Could you share the budgeted
range for this position?"
IF PRESSED:
"Based on my research for this role in this market, I am targeting
a total compensation range of ${{LOW}} to ${{HIGH}}. However, I am
flexible depending on the full benefits package and growth
opportunities."
PREPARATION:
[ ] Research salary ranges on Glassdoor, Levels.fyi, Payscale, LinkedIn
[ ] Know your minimum acceptable number (do not share this)
[ ] Know the market range for the role + location + experience level
[ ] Factor in total compensation (base + bonus + equity + benefits)
[ ] Account for cost of living differences if relocating
TIMING RULES:
- Let the employer bring up compensation first when possible
- Do not negotiate until you have a written offer
- It is OK to ask the recruiter about the range in the first call
- Detailed negotiation happens after the offer, not during interviews
- See the Salary Negotiator skill for detailed negotiation strategies
Step 6: Virtual Interview Setup
VIRTUAL INTERVIEW CHECKLIST:
TECHNOLOGY (test 24 hours before AND 30 minutes before):
[ ] Install and test the video platform (Zoom, Teams, Google Meet, etc.)
[ ] Test camera -- face is well-lit, centered, and at eye level
[ ] Test microphone -- clear audio, minimal background noise
[ ] Test internet connection (use ethernet if possible)
[ ] Close unnecessary apps and browser tabs
[ ] Silence phone notifications and computer notifications
[ ] Have the call link ready and accessible
[ ] Charge laptop or plug in
[ ] Have a phone number ready as backup if technology fails
ENVIRONMENT:
[ ] Clean, professional background (or use a tasteful virtual background)
[ ] Quiet space with door closed
[ ] Good lighting (face the light source, not your back to it)
[ ] Declutter visible areas
[ ] Alert household members that you are interviewing
[ ] Remove pets from the room
CAMERA TECHNIQUE:
[ ] Look at the camera when speaking (not the screen)
[ ] Position camera at eye level (use books or stand to elevate laptop)
[ ] Sit an arm's length from the camera
[ ] Dress professionally from head to toe (you might stand up)
[ ] Keep gestures within the frame
[ ] Nod and react visibly (slight delay in video means more expression helps)
MATERIALS:
[ ] Resume printed and in front of you (but do not read from it)
[ ] Notes with key points and questions (but do not read from them)
[ ] Pen and paper for notes
[ ] Glass of water nearby
[ ] Copy of the job description
BACKUP PLAN:
[ ] Interviewer's phone number or email
[ ] Your phone ready to call in if video fails
[ ] Prepared message: "I am having technical difficulties. May I call in?"
Step 7: Panel Interview Strategies
PANEL INTERVIEW PREPARATION:
BEFORE:
[ ] Ask who will be on the panel (names and roles)
[ ] Research each panelist on LinkedIn
[ ] Prepare for different perspectives:
- HR: Culture fit, communication, conflict resolution
- Hiring manager: Skills, experience, growth potential
- Team members: Collaboration, technical knowledge, personality
- Senior leadership: Strategic thinking, big-picture vision
DURING:
[ ] Greet everyone individually when entering (in-person) or note names (virtual)
[ ] Direct your answer toward the person who asked the question
[ ] Include eye contact with other panelists during your answer
[ ] Note who asks what -- it reveals their priorities
[ ] Address panelists by name when possible
[ ] When answering, consider what each panelist cares about
TIPS:
- Do not ignore quieter panelists (they may be the decision-maker)
- Take brief notes if it helps you remember names and questions
- It is OK to pause briefly before answering
- Ask clarifying questions if needed
- Maintain consistent energy throughout (panels can be long)
COMMON PANEL FORMAT:
1. Introduction round (each panelist introduces themselves)
2. Structured questions (each panelist asks 2-3 prepared questions)
3. Scenario or case question (collaborative)
4. Your questions for them
5. Closing and next steps
Step 8: Thank-You Follow-Up Templates
Within 24 Hours of the Interview
THANK-YOU EMAIL TEMPLATE (INDIVIDUAL):
Subject: Thank you -- {{ROLE_TITLE}} Interview
Dear {{INTERVIEWER_NAME}},
Thank you for taking the time to speak with me today about the
{{ROLE_TITLE}} position at {{COMPANY_NAME}}.
I especially enjoyed our conversation about {{SPECIFIC_TOPIC_DISCUSSED}}.
{{BRIEF SENTENCE CONNECTING THAT TOPIC TO YOUR RELEVANT EXPERIENCE
OR ENTHUSIASM}}.
After learning more about {{SPECIFIC_ASPECT_OF_ROLE_OR_COMPANY}},
I am even more excited about the opportunity to {{VALUE_YOU_WOULD_BRING}}.
Please do not hesitate to reach out if you need any additional
information. I look forward to hearing about next steps.
Best regards,
{{YOUR_NAME}}
{{YOUR_PHONE}}
{{YOUR_LINKEDIN}}
Panel Interview (Send Unique Emails to Each)
PANEL THANK-YOU STRATEGY:
[ ] Send a unique thank-you email to EACH panelist within 24 hours
[ ] Reference something specific you discussed with EACH person
[ ] Vary the wording so they do not compare identical emails
[ ] If you do not have individual emails, send through the recruiter
or ask for contact information at the end of the interview
Follow-Up After No Response
FOLLOW-UP TEMPLATE (1 week after expected timeline):
Subject: Following Up -- {{ROLE_TITLE}} Application
Dear {{RECRUITER/HIRING_MANAGER_NAME}},
I hope you are doing well. I wanted to follow up on our conversation
on {{DATE}} regarding the {{ROLE_TITLE}} position.
I remain very interested in the opportunity and would welcome the
chance to discuss next steps. If the timeline has shifted or if
there is any additional information I can provide, please let me know.
Thank you again for your time and consideration.
Best regards,
{{YOUR_NAME}}
{{YOUR_PHONE}}
Interview Day Checklist
INTERVIEW DAY REMINDERS:
THE NIGHT BEFORE:
[ ] Review your STAR stories
[ ] Review the job description one more time
[ ] Plan your outfit and lay it out
[ ] Plan your route and transportation (arrive 10-15 min early)
[ ] Get a full night of sleep
THE MORNING OF:
[ ] Eat a proper meal (you need energy and focus)
[ ] Review your notes briefly (do not cram)
[ ] Bring copies of your resume (5 copies for in-person)
[ ] Bring a portfolio/notebook and pen
[ ] Verify the interview address/video link
[ ] Dress one level above the company's dress code
DURING:
[ ] Smile and make eye contact
[ ] Listen to the full question before answering
[ ] It is OK to pause 3-5 seconds to think
[ ] Use the interviewer's name naturally
[ ] Show enthusiasm (energy is contagious)
[ ] Watch your body language (open posture, no fidgeting)
[ ] Ask your prepared questions
[ ] Close strong: "I am very interested in this role. What are the next steps?"
AFTER:
[ ] Send thank-you emails within 24 hours
[ ] Write down questions they asked (for future prep)
[ ] Note any areas where you felt weak (practice those)
[ ] Follow up with recruiter if no response within stated timeline
This skill provides interview preparation guidance. Practice your answers out loud, ideally with another person. Preparation and confidence are the biggest predictors of interview success.
Output Format
INTERVIEW COACH OUTPUT
======================
Section 1: Assessment / Analysis
- Key findings
- Recommendations
Section 2: Action Plan
- Step-by-step guidance
- Timeline if applicable
Section 3: Resources
- Relevant references
- Next steps
Example
Input: "Help me get started with interview coach"
Output: A structured interview coach plan tailored to the user's specific situation, following the process outlined above.
Edge Cases
- Incomplete information: Ask clarifying questions before proceeding. Do not assume details the user has not provided.
- Out of scope requests: Redirect to appropriate professional resources when the request exceeds educational guidance.
- Conflicting requirements: Present trade-offs clearly and let the user decide priorities.
