The Art of Acing Interviews

Why Even the Best Engineers and Leaders Fail Interviews—and How You Can Avoid the Same Fate

I once interviewed for what I believed was my dream job—a leadership position at a prestigious FAANG company. After a grueling loop of interviews that seemed to go exceptionally well, I walked away with a rare sense of confidence, thinking, This is it. I’ve nailed it.

Or that’s what I thought. The reality is that a few days later, I got the dreaded news: I was rejected. I failed—miserably.

After receiving the bad news, I reflected on where I went wrong. I mistakenly assumed the company wanted a highly technical manager due to my past interviews with big tech companies. I focused too much on the technical leadership rather than the management qualities they valued. This mistake cost me the opportunity.

There is more to the story about why many of us struggle in interviews—and, more importantly, how we can turn things around. Let me explain.

Why Great Engineers and Leaders Fail Interviews

Technical interviews often depend not only on the solutions you provide but also on how well they align with the interviewer’s expectations. For instance, proposing a simple monolithic architecture might be valid in some systems design interviews. Still, if the interviewer is looking for a complex microservices setup, this could lead to rejection. On the other hand, suggesting a sophisticated distributed architecture could be interpreted as a failure to deliver simple solutions.

Similarly, management and behavioral interviews can quickly go off track. For instance, if you’re coming from a highly structured organization and are interviewing for an early-stage startup, emphasizing your reliance on formal, bureaucratic processes might raise red flags—and the same applies in reverse. If you pitch a scrappy, ad-hoc approach to a corporation that values structure and meticulous planning, you could be a poor fit in their eyes. Context is everything.

From my experiences as a candidate, interviewer, and hiring manager, having interviewed hundreds of engineers and leaders, I’ve repeatedly seen brilliant candidates stumble over those issues.

These experiences taught me a crucial lesson: success in interviews isn’t just about having the correct answer—it’s about understanding what the interviewers are looking for and communicating it effectively.

Once you recognize this, you can unlock the ability to tailor your approach—highlighting your skills and aligning them with what the company truly values. Let’s explore how to make that shift and ace any interview.

How to Overcome Common Pitfalls and Nail Every Interview

The idea is simple in theory but challenging in practice: your answers shouldn’t just showcase what you know—they must align with what they need. To succeed, you must tailor your responses to match the role’s key requirements, the company’s values, and what interviewers seek.

But how do you do that without losing authenticity? The good news is it’s a skill you can master. Here are five actionable strategies to help you ace any engineering interview and stand out for all the right reasons.

1. Align with the Job Description and Company Values

Before you step into the interview, do your homework. Study the job description thoroughly, read about the company’s mission and values, and understand its culture. Then, tailor your answers to align with what they’re looking for.

Pro Tip: Look for keywords in the job description. For example, if they mention “fast-paced environment” or “progress over perfection,” weave those into your responses with specific examples from your past work.

2. Master the STAR Method for Behavioral Questions

Behavioral questions can trip up even seasoned candidates. Use the STAR framework (Situation, Task, Action, Result) to structure your answers clearly and concisely.

Example:

“Tell me about a time you resolved a conflict.”

• Situation: Describe the context.

• Task: Outline your responsibility.

• Action: Explain the steps you took.

• Result: Highlight the impact of your actions.

This approach keeps your answers focused and impactful.

3. Practice Storytelling and Personalize It to the Role

Humans are wired to connect through stories. Share compelling, authentic stories that showcase your skills and align with your interviewing role.

Key Tip: Customize your stories. If you’re interviewing for a leadership role, focus on the challenges you navigated as a leader. If it’s a technical role, highlight when you solved a complex technical problem.

4. Get to Know the Interviewers and Mirror Their Style

People naturally connect with those who reflect their communication style. Research your interviewers beforehand (LinkedIn is a great resource) and pick up on their tone and pace during the conversation.

Key Tip: Adapt your style. If interviewers are detail-oriented, ask precise questions and keep your answers structured and to the point. Suppose they’re more casual, then lean into a conversational tone.

5. Ask Questions Early to Uncover What They Value

Interviews offer a chance to learn about what the company and interviewer value. You can discover the role’s priorities and challenges by asking strategic questions early. This demonstrates curiosity and helps you tailor your responses throughout the interview.

Examples:

• “Thanks for having me here today! Before we dive in, could you share a bit about how your team approaches this role or its goals?” (This is casual but sets the tone for a collaborative conversation.)

• “I’d love to hear a bit about you—what’s your role here, and how does it interact with this position?” (Shows curiosity about the interviewer and their connection to the role.)

Mastering these strategies will showcase your skills and demonstrate that you understand what the company seeks. Interviews are not just about proving you can do the job—they’re about showing that you’re the right fit for their job.

“We don’t see things as they are; we see them as we are.”

—Anaïs Nin.

The Secret Sauce: Connect with Your Interviewers

Here’s a little-known truth about interviews: decisions are rarely made solely on logic. While experienced interviewers try to evaluate candidates objectively and avoid biases, the reality is that we’re human beings. Interview decisions are influenced by emotions, biases, and the sense of connection an interviewer feels with you.

Creating that connection doesn’t mean pretending to be someone you’re not. It’s about being genuinely curious, engaging, and relatable. People naturally gravitate toward those they feel at ease with or share similarities with. Whether through shared experiences, conversational tone, or even subtle non-verbal cues like mirroring their energy and communication style.

At its core, connection is about building trust and familiarity. When an interviewer feels aligned with you—not just in skills but as someone they’d enjoy collaborating with—you stand out. And while it’s impossible to control every bias or preference, focusing on authentic engagement can leave a lasting positive impression that tips the scales in your favor.

Ultimately, interviews aren’t just about proving your abilities—they’re about proving you’ll be an excellent fit for their team and culture. Make the interaction feel human, and you’ll not only stand out—you’ll resonate.

Final Thoughts

Interviews can feel like a high-stakes performance, but they’re ultimately a two-way conversation. They’re your chance to demonstrate not just your skills but your ability to connect, adapt, and align with what the company values most.

Remember, it’s not about being perfect—it’s about being intentional. Prepare thoughtfully, tailor your approach to the role, tell your story authentically, and focus on building a genuine connection with your interviewers.

Even if the outcome isn’t what you hoped for, every interview is an opportunity to grow and refine your approach for the next one.

The right opportunity isn’t just about landing the job. It’s about finding a place to thrive, contribute meaningfully, and connect with others who share your vision.

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Now it’s your turn—I’m curious! Why do you think people (or even you) usually fail interviews? Share your thoughts, experiences, or lessons learned in the comments below!