Passing your interview screens
Getting through interview screens isn’t about having perfect answers. It’s about preparation, clarity and showing strong alignment early so the company can confidently move you forward.
You made it to the interview — congrats. That alone is a win. Especially in a competitive market, getting this far means your experience and outreach stood out.
But now comes the real test — and it often starts with the screen.
While there are a million “interview tips” out there, we’ve helped thousands of clients land offers at companies like Databricks, Adobe and Salesforce, and we’ve seen what really works. This two-part series will break it down.
Today’s focus: screens. Next up: the interview loop.
Let’s start with the screen
In general, the bigger the company, the more screens you’ll encounter. A large tech company might include a sourcing recruiter, senior recruiter, hiring manager and peer. A smaller company may just include one or two people.
Here’s how to set yourself up for success from the start.
Before the screen
Be strategic with timing.
Avoid the first slot offered as well as Monday mornings and Friday late afternoons. Select a time when you’re sharp and have enough time to prep. Also, don’t book anything immediately before or after your call. You want to stay focused and relaxed.
Do your homework.
Look up your interviewer on LinkedIn. If you have mutual connections, see if you can set up a quick call to learn more about the company.
Familiarize yourself with the company’s mission, products, culture and latest news.
Dissect the job description and prepare talking points for each core responsibility.
Prepare answers for the most commonly asked questions.
Practice out loud.
Yes, it’s awkward, but recording yourself or doing mock calls with a friend will help you tighten your answers and get more confident.
Think of it as a two-way street.
You’re not just trying to pass — you’re assessing fit, too. Prepare thoughtful questions to help you gauge whether this role and company align with your goals. That said, you don’t need to get all the information at this stage. It’s more about making a good impression and connection.
Handling compensation questions.
This one throws people off, but it doesn’t have to. Be ready with a range based on market data, not your current salary unless it’s high.
Tools like Levels.fyi, PayScale and LinkedIn Premium can help.
When they ask, try flipping the script:
→ “What’s the budget for this role?”
→ “Can you share the compensation range?”
If you do share your number, say it with confidence, then be quiet. Let them respond. If their number is below your range, ask if there’s room to come in at a higher level based on your experience and expertise. If it’s close, you can say that’s within your range.
Typical screen questions
Expect to be asked some version of the following:
- Walk me through your resume or tell me about yourself
- Why are you looking for a new job or why did you leave your last company?
- Why this company and this role?
- What are your salary expectations?
- What’s your leadership style?
- How do you influence cross-functional teams?
- What’s your greatest strength, weakness or accomplishment?
Think through your answers in advance. Keep them clear, positive and backed by examples.
During the screen
- Print your resume or have it open on a screen
- Set up in a quiet, distraction-free space
- Take a few deep breaths to center yourself
- Ask them to describe the job before jumping into your background
- Take light notes to remember key points
- Be an active listener and don’t interrupt
- Ask thoughtful questions like:
- What does success look like in this role?
- What’s most important for the team right now?
- What do you love about working here?
After the screen
- Jot down what was discussed, including key info and areas to improve
- Send a personalized thank you email within 24 hours
- Connect with the interviewer on LinkedIn
When you approach screens this way, you’ll be ready to shine and move forward to the next stage with confidence.
