The Ultimate Interview Bible (Backed by 300+ offers)

This guide is divided into two parts.

Across both, I’ve pulled together everything I’ve learned from being on both sides of the table, giving and taking over 30 interviews across consulting, tech, and government.

I’ve run more than 500 mock interviews that have resulted in over 300 job offers over the last 2 years.

The interview prep approach I’ve shared in this newsletter is the same we use within My First Australian Offer.

There are more interview formats today than ever before. Phone, video, panel, one-way interviews, case studies, and assessment centres.

But when I speak with graduate program managers and hiring leads from companies like Amazon, Capgemini, Deloitte, and others, one thing that always stands out is that interviewers today, are still asking themselves the same two questions they were asking 20 years ago.

1. Can this person actually do the job, and do it well? (Competence)

2. Would I want to work with this person every day? (Likability)

In the simplest of terms, our goal is to get 2 yeses to these two questions.

The Science of Interviewing

Interviews aren’t as rational as we think.

There’s science behind how humans make decisions. When it comes to interviews, there are 2 concepts you need to know about:

1) Thin slicing (first impressions)

According to research published in the Journal of Occupational and Organisational Psychology, interviewers typically make their decision within the first 7-30 seconds of meeting a candidate. The rest of the interview is spent looking for evidence to confirm that initial impression.

2) Peak end rule

Nobel laureate Daniel Kahneman came up with this study that proved people don’t remember experiences in full. When they recall an experience, they are more likely to remember the peak (the most intense moment) and the end.

What does that mean for your upcoming interview?

The start, the peak, and the way you end the interview carry far more weight than everything in between.

In this guide, we’ll focus on the first 3 elements: first impressions, research, and frequently asked questions.

I’m writing another edition to go deeper into behavioural questions, asking good questions, and thank-you notes.

Small Talk

Across every one of the 30+ interviews I’ve given and taken in Australia, they’ve all started the same way:

“How are you going?” or “How has your day been so far?”

It sounds casual, but this is where you start building likability.

Step 1: Start strong

Most candidates treat this as an irrelevant moment and move past it very quickly. They’ll say things like:

• “Good, thanks.” (Too flat.)

• “Not too bad.” (Too negative.)

But this is your first chance to set the tone.

Be warm, thank them for their time, and show genuine enthusiasm for the conversation ahead.

Step 2: Share a quick anecdote

Once the small talk is done, you have a short window to double down on your positive impression.

Share a short, relevant story that shows your curiosity, confidence, and that you’ve done your homework.

Keep it under 30 seconds, and make sure it connects to their work or values.

Example:

It’s short, specific, and bound to move the conversation forward.

Step 3: Trigger instant likability

Here are two other cues that make the biggest difference:

1. Use their name early

People naturally pay more attention when they hear their own name. You don’t need to overuse it — once early in the conversation is enough.

For example:

2. Match their energy

In simple terms, you want to mirror how the interviewer carries themselves because people naturally connect with those who make them feel comfortable.

If they’re warm and chatty, keep the energy up. If they’re calm and straight to the point, match that tone.

Researching Beyond the Company Website

Anyone can read a company’s “About Us” page. The candidates who stand out are the ones who go deeper. Here’s how to do it properly.

Step 1: Decode the job

Reading the job description once isn’t enough. You need to know it so well that the key phrases naturally show up in your answers.

Most job ads list eight to ten responsibilities, but if you look closely, they usually point to just two or three core themes that you’ll spend 80% of your time doing.

Highlight the skills, tools, or values that keep repeating. This is what matters most to the interviewer.

And remember, doing research and showing research are two different things.

Anyone can read a job ad, but the candidate who uses the same language the company does, their phrasing, their focus areas, their tone, comes across as someone who already understands how they work.

That’s how you sound like an insider before you even get the job.

Step 2: Understand the business, not just the brand

You want to understand three things:

1. What the company actually does, and how they make money

2. Who their competitors are and where they fit in the market

3. What’s happening right now — new products, reports, or press releases.

Here are a few places most candidates never think to check:

• LinkedIn Company Page: Who are they hiring? What are they celebrating? What’s the tone they use?

• Employee profiles of people in similar roles: What’s their background?
  What tools or systems do they mention?

• External Mentions and Forums: Reddit, Glassdoor, and X can tell you a lot about leadership style, challenges, and how people describe the company.

Mastering Most Frequently Asked Questions

Question: Tell us about yourself

The best and easiest way to answer this question is with the Present–Past–Future framework.

Part 1: Present (30-45 seconds)

Start with what you’re doing now and what you’re good at. Talk about:

• Your current role and key responsibilities

• A recent accomplishment that connects to the position you’re interviewing for

• A quick line of context about your current company

For Example:

Part 2: Past (30-45 seconds)

Next, explain how you got here. Talk about:

• The most relevant parts of your previous experience

• Key skills you’ve developed that are useful for this role

• A sense of your career progression

Example:

Part 3: Future (15-30 seconds)

Finally, connect it back to why you’re here today. Talk about:

• What you’re looking for next

• Why this role or company caught your attention

• What you’re excited to contribute

Example:

Most common mistake

The most common mistake people make is using the same “Tell me about yourself” answer for every company.

The way you introduce yourself should change based on the role.

If the position focuses on client management and event coordination, there’s no point leading with your email marketing achievements.

If the role is more about campaign analytics and reporting, skip the long story about creative brainstorming.

Your introduction sets the stage for the rest of the interview. Make sure it’s relevant to what they care about, not just what you’ve done.

Question: Why should we hire you?

This is the opportunity to connect everything you’ve researched and understood about the role, with your achievements and frame it in one clear answer.

Here’s a simple three-part structure for this.

Part 1: Show you’ve done your research

Mention 2 specific things you found in your research or in the position description.

For example:

• A focus area mentioned multiple times in the job ad (like campaign analytics or client relationship management).

• A recent company initiative, product launch, or direction you noticed while researching.

Part 2: Link your experience to what they need

Once you’ve highlighted what matters to them, connect your experience directly to it.
Pick results or examples that prove you’ve done something similar and can deliver again in this new context.

You’re essentially saying, “I’ve already solved the kind of problems you’re hiring for.”

Part 3: Highlight what makes you different

Finally, finish strong by sharing what makes you a good fit: your unique mix of skills, your approach to problem-solving, or the mindset you bring to the table.

This is your Unique Selling Proposition, so while it doesn’t have to be flashy, it needs to be memorable.

Example:

Common mistake: Talking about company culture and values

Most candidates answer this question by saying, “I really connect with your company’s culture and values.” That’s not what the interviewer is looking for.

Everyone could say that, and you could say the same thing in 50 other interviews.

They already know their culture is great. They want to know how you’ll add value.

Question: Why do you want to work here? 

Our framework for this question is very similar to “Why should we hire you?”

But here, the focus shifts from skills to purpose.

Start by mentioning something specific about a campaign, project, product launch or initiative that genuinely caught your attention.

Then, link it back to your own experience or motivation.

The goal isn’t to flatter the company; it’s to show that your values and their mission actually align.

Common Mistake: Turning it into a sales pitch

This question is about alignment, not persuasion.

You don’t need to sell yourself again. You need to show that you’ve thought about what you want and how this company fits into that.

Focus on what genuinely draws you in: the kind of work they do, their impact, or the values they represent.

The only way you’ll be able to do that is if you’ve taken the time to genuinely research about this company.

Question: Are you on a visa? When is that valid till?

Before we get into how to answer this, there’s something important to understand about employers.

Almost every employer including ASX 200 companies, government departments, small businesses, even the most “risk-loving” start-ups, is risk-averse when it comes to hiring.

Most of them don’t fully understand visas. So until it becomes necessary, we only want to share what’s relevant, and nothing more.

Scenario 1: “Do you have full-time work rights in Australia?”

This is one of the very few questions where I’ll tell you to answer with a simple yes or no.

That’s all you need to say.

No extra details, no visa category, no expiry date. You’re answering the question truthfully, and staying focused on what matters to them.

They will ask you a follow up question if they need more information from you.

Scenario 2: “Can you tell us more about what visa you’re on and when is that valid till?”

Question: What are your salary expectations?

This question makes a lot of people tense up.

It feels like a trap. Say too little and you undersell yourself, say too much and you might knock yourself out of contention.

Here’s how to answer it well:

Step 1: Build your evidence

Before you walk into any interview, you need proof that the number you’re aiming for actually aligns with what people with a similar background are earning.

Look up salary data for comparable roles in your city. Check Seek, Glassdoor, and Hays Salary Guide for that.

Something that’s even better than that is talk to recruiters and peers who’ve recently been through the hiring process.

This evidence helps us talk about money confidently, instead of relying on guesswork.

Step 2: Give a range, not a number

When you’re asked about salary, avoid jumping straight to a single figure. It feels direct, but it actually puts you at a disadvantage.

If your number is lower than what they’ve budgeted, you leave money on the table. If it’s higher, you risk pricing yourself out before they’ve seen your full value.

That’s why a range is smarter. It gives us flexibility and keeps the conversation open.

Step 3: End with a question

This is the part most people skip, but this is what makes it a discussion.

Once you’ve shared your salary range, ask this question to shift things from “here’s a number - take it or leave it” to “let’s discuss this together.”

To me, that’s a very smart question to ask.

Without asking it, you’re still guessing whether the number you gave actually aligned or not. With it, you keep the conversation open and give yourself the space to adjust if their budget is lower.