Lesson Content

Generating targeted questions.

"I have an interview for a [role title] position at [company or industry]. Based on this job posting [paste], generate: (1) the 8 most likely competency-based interview questions, (2) 3 likely technical or role-specific questions, (3) 2 questions about why I want this specific company or role, and (4) 1 tough question most candidates would find challenging. For each question, briefly note what the interviewer is actually trying to assess."

The STAR framework.

Behavioral questions ("Tell me about a time when…") are best answered with STAR:

• Situation: Set the context briefly (1-2 sentences)
• Task: What was your specific responsibility?
• Action: What did you specifically do? (Use "I," not "we" – this is the most important element)
• Result: What happened? Quantify where possible.

"I need to answer this behavioral question: [question]. Here is a relevant experience I had: [brief description]. Help me structure this as a STAR response – specific, concrete, focused on my individual contribution. Keep the full answer under 2 minutes when spoken aloud."

Running a simulated interview.

"Act as the interviewer for a [role] position. Ask me one interview question at a time from this list: [paste your question list]. After each of my answers, give me brief feedback on: what worked, what was unclear or too long, and what I should add or cut. Start with the first question."

The post-interview debrief.

After every interview, while details are fresh:

"I just completed an interview for [role] at [company]. Here is what I remember: [your notes]. Help me: (1) identify what I answered well and why, (2) identify what I struggled with and what a better answer might have been, (3) note any follow-up I should send, and (4) identify what I should prepare differently next time."

The debrief converts every interview – even unsuccessful ones – into preparation for the next one.