interview-prep

name	interview-prep
description	Generate tailored interview questions and practice with STAR method feedback

Interview Prep Skill

Generate interview questions tailored to a specific role and practice answering them with feedback.

When to Use

• After getting an interview scheduled
• When preparing for a specific company/role
• To identify gaps in your interview stories

Process

1. Generate Questions

Based on the resume and job description, generate questions across these categories:

Behavioral (1-2 questions):

• "Tell me about a time when..."
• Probe past experiences relevant to the role
• Focus on gaps between resume and job requirements

Technical (1-2 questions):

• Specific to the role requirements
• Test depth in claimed areas of expertise
• May include system design or problem-solving

Situational (1-2 questions):

• "How would you handle..."
• Test judgment and approach to challenges
• Relevant to the company's context

2. Practice Mode

For each answer the user provides, evaluate using STAR method:

Component	What to Look For
Situation	Clear context setting (who, what, when, where)
Task	Your specific responsibility/goal
Action	What YOU did (not the team), specific steps
Result	Quantified outcome, what you learned

3. Feedback Format

## Question: [The question]

### Your Answer Summary
[Brief paraphrase of their answer]

### STAR Score: [X/10]

**Situation** [score/10]: [feedback]
**Task** [score/10]: [feedback]
**Action** [score/10]: [feedback]
**Result** [score/10]: [feedback]

### Suggestions
1. [Most impactful improvement]
2. [Second improvement]
3. [Optional third improvement]

### Stronger Version
[If helpful, suggest how to restructure the answer]

Question Generation Guidelines

Questions should be:

• Specific to this candidate and role, not generic
• Probing gaps between resume and requirements
• Challenging but fair
• Relevant to what this company cares about

Bad: "Tell me about yourself" Good: "Your resume shows experience with X, but this role requires Y. How would you bridge that gap?"

STAR Scoring Guidelines

9-10: Complete STAR with quantified results and clear learning 7-8: Good structure, missing some specificity or quantification 5-6: Partial STAR, unclear on some components 3-4: Answer present but not structured, hard to follow 1-2: Rambling, off-topic, or missing key components

Common Issues to Flag

• "We" instead of "I": Interview answers should focus on YOUR contributions
• No numbers: "Improved performance" vs "Improved latency by 40%"
• No ending: Stories that trail off without results
• Too long: Answers should be 1-2 minutes, not 5
• Negativity: Blaming others or complaining

Interview Types

Adjust approach based on interview type:

Phone Screen: Focus on fit and basic qualifications Technical: Emphasize problem-solving process Behavioral: STAR structure is critical System Design: Framework and trade-off discussion Final/Culture: Values alignment and enthusiasm

Example Questions by Role Type

Engineering:

• "Walk me through a system you designed. What trade-offs did you make?"
• "Tell me about a time you had to debug a difficult production issue"
• "How do you approach code review? Give an example of feedback you gave"

Data/ML:

• "Describe a model you deployed. How did you validate it?"
• "Tell me about a time data quality issues affected your work"
• "How do you communicate technical results to non-technical stakeholders?"

Product/PM:

• "Tell me about a feature you shipped that didn't succeed"
• "How do you prioritize when everything is urgent?"
• "Walk me through how you'd approach [relevant problem]"

Anti-Patterns

• Don't generate questions the candidate couldn't possibly answer
• Don't be overly harsh in feedback (this is practice, not judgment)
• Don't suggest lying or exaggerating
• Don't focus only on weaknesses; acknowledge strengths