Every other Tuesday, you’ll get actionable tips to land your dream job.

Subscribe

([Link]

([Link]

INDUSTRY SPECIFIC (HTTPS://[Link]/CATEGORY/INDUSTRY-

SPECIFIC/)

20+ First-Time Manager Interview

Questions and Answers + Tips

Unlike interviews for higher-level roles that focus on past achievements, first-
time manager interviews are all about potential — your leadership, decision-
making, and management skills.

Contents

What Makes First-Time Manager Interviews Di!erent from Experienced Manager

Interviews

Questions About Understanding Your First Managerial Role and Responsibilities

Questions About Team Management and Leadership for First-Time Managers

First-Time Manager Questions About Communication Skills

Questions About Problem-Solving and Decision-Making

Competency-Based Managerial Questions for First-Time Managerial Candidates

How to Answer Interview Questions for First-Time Managers?

:
 Key Points

FAQ

Stepping into your first managerial role can be a bit daunting, I get it. And the
interview process? It will surely add to those jitters.

The real challenge lies in preparing for first-time manager interviews. It’s not just
about running through the typical interview questions or flexing your technical
know-how. It’s all about revealing your inner leader.

This guide will help you do just that. Inside, you’ll find:

The most common first-time manager interview questions with sample

answers you can steal.
Tips on how to showcase leadership potential in your answers.
A bulletproof formula for answering first-time manager questions (even if
you’re caught o!-guard).

Want to get an o!er after every interview? Our interview prep tool
([Link] will guide you through all the questions you can
expect, let you record and analyze your answers, and provide instant AI feedback.
You’ll know exactly what to improve to turn your next interview into a job.

ACE YOUR NEXT INTERVIEW ([Link]

:
 ([Link]
Inside Big Interview, you’ll learn must-know tactics few other candidates know + insider
tips for any industry. And you’ll be guided through the process by US’ leading interview
coaches.

Our users land jobs 8 to 9 weeks faster than the national average. Get
ready for your interview now ([Link]

What Makes First-Time Manager

Interviews Different from Experienced
Manager Interviews
:
 First-time managerial interviews are a special beast. The di!erence lies in what
interviewers are seeking to discover about you.

When you’re vying for that first-time managerial gig, your interviewer is much
more interested in your potential than your past.

They want to see:

If you possess the fundamental qualities that make a good manager.

If you have innate leadership abilities.
What your decision-making process looks like.
What you think it means to be a good manager.

An experienced manager would be grilled on accomplished projects or specific

managerial challenges. You, as a first-time candidate, will face more questions
about hypothetical situations — because your interviewers want to learn how you
would react and manage resources.

In other words — questions to first-time managers focus more on what would you
do?, rather than what did you do?

With the basics established, let’s take a look at some of the most common
questions first-time managers get asked. And if you’re here just to see a list of
questions, it’s right below.

In the following sections, I’ll break each question down and give you some top-
notch sample answers.

The most common first-time manager questions:

What do you think is the most critical role of a manager?
What management style do you prefer?
Describe how you handle conflict resolution.
:
 How did you handle a situation where a team member wasn’t performing?
Give an example of a time you had to motivate a team.
How would you handle a di#cult employee?
Can you give an example when you had to present complex information to a
team?
Describe a time when you had to use persuasion to convince someone to see
things your way.
Describe a challenging issue you faced in your previous role and how you
solved it.
How do you handle making di#cult decisions?
Tell me about a time you failed. How did you handle it?
Can you describe a time when you had to deal with a major company change?
How do you handle stress and pressure?

If you want to read about all kinds of leadership-related questions (not just for first-
time managers), check this guide out: Behavioral Interview Questions About
Leadership Skills ([Link]
interviews/leadership-interview-questions/)

Questions About Understanding Your First

Managerial Role and Responsibilities
Why they ask these questions
Interviewers want to see if you understand the responsibilities of a managerial
position in general.
They also need to ensure that you have a solid grasp of what the particular
opening entails — that includes team dynamics, organizational culture, and
overall company strategy.
Finally, they want to gauge your ability to balance individual tasks with team
:
 needs, manage conflicts, and cultivate a harmonious work environment.

Question: What do you think is the most critical

role of a manager?

How to answer:
Focus on the big picture. Suggest that a manager’s job involves creating a
vision, setting goals, and promoting an environment that brings out the best in
the team.
Keep your answer relevant to the job. Talk about your vision of a
managerial role in the specific team you’d be leading. Refer to the
requirements and responsibilities listed in the job description.
Highlight interpersonal skills. Mention the need for strong relationships,
successful conflict resolution, and e!ective feedback delivery.
Mention leadership. Stress the role of a manager as a chief motivator and
example-setter for the team, driving towards shared goals.

Sample answer
I believe the most critical role of a manager is to be a bridge between top
management and the team. This involves communicating directions, setting
clear expectations, and facilitating an environment that furthers both
individual and company goals. It also means guiding the team, resolving
conflicts, and nurturing a high-performance culture rooted in feedback and
continuous learning.
:
 Question: What management style do you
prefer?

How to answer:
Remember that you’re not required to choose only one style or method.
You can showcase your versatility as a manager by explaining how you would
adapt your management style based on the task, team, and circumstances.
Detail di!erent situations where you’d use di!erent managing styles. For
example, a coaching style for team development, and a democratic style for
decision-making requiring team input.
Tie your answer to the company values. It’s important to adapt your
management style to the needs of the organization you’d be joining. Highlight
your focus on creating the right environment for your team members to thrive
and deliver.
Use past experiences. It might be the first time you’re stepping into a
managerial role, but you can still draw upon experiences where you’ve
managed projects or teams to illustrate your points.

Sample answer
I prefer a transformational management style, as it encourages employees
to exceed established expectations through innovation and creativity. My
focus is to inspire and motivate people, promoting a culture that values
self-improvement and autonomy, while providing support and guidance
when required. In other words, I think the key is to equip the team with
business context and any tools they need to succeed — and then simply
remove roadblocks.
:
 Question: Describe how you handle conflict
resolution.

How to answer:
Describe your general approach towards conflict resolution. Show that
you understand the importance of addressing issues promptly before they
escalate.
Tell a story that illustrates your conflict-resolution skills. Base your
answer on concrete evidence, not just general strategies.
Highlight the results of your conflict management e!orts. Explain how
your actions benefited the team and the organization.

Sample answer
I believe in addressing conflicts transparently but tactfully. My approach is
to first understand the perspectives of all parties involved, creating a safe
space for open communication.

An example that comes to mind is when, as a senior software developer at

Intel, I encountered a conflict between two colleagues about a project
feature, which was causing team delays. Despite not being a team leader, I
decided to mediate to avoid further delays and maintain team harmony.

I discussed with both colleagues individually and facilitated a team meeting

for everyone to express their ideas. We analyzed every idea, keeping our
project objectives in mind. We merged the best parts of both approaches,
resolving the disagreement and improving our product. This enhanced our
team dynamics and proved a great problem-solving exercise!
:
 For an in-depth analysis of how to answer conflict-related questions, see this guide:
Conflict-Resolution Interview Questions and Answers
([Link]
questions-conflict/)

Questions About Team Management and

Leadership for First-Time Managers
Why they ask these questions
Another critical (and quite obvious) component of managerial interviews is
testing your ability to handle team dynamics e!ectively.
Interviewers are looking to assess your experience working in teams, your
leadership style, and how you handle di!erent personality types and potential
conflicts.

Question: How would you handle a situation

where a team member isn’t performing?

How to answer:
Explain how you would communicate with the team member. For
instance, your first step could be to have a private and frank conversation with
them to understand any underlying issues that could be a!ecting their
performance.
Discuss what you would do to help the team member improve their
performance. Mention steps such as training to help them meet their job
requirements more e!ectively.
Remember to talk about monitoring the progress. Outline how you’d
monitor their progress, as well as what you would do if the team member
:
 would continue to underperform.

Sample answer (Software industry)

If I noticed a team member underperforming, my first step would be to
understand their perspective through an open and empathetic
conversation. The aim would be to identify any issues impacting their
performance, be it personal or professional.

Based on this understanding, I would work with the team member to form
a customized performance improvement plan, potentially including
additional training or workload management strategies.

I would diligently monitor their performance and overall morale to track

improvement. Should their performance level remain low despite our
e!orts, I would consider involving senior management or possibly shifting
responsibilities within the team.

Question: Give an example of a time you had to

motivate a team.

How to answer:
Set the scene. Start by providing context for the example — the team you
were working with, the task at hand, and any particular challenges the team
was facing.
Share your approach. Detail your strategy for motivation, whether it was goal
setting, rallying the team around a shared vision, reminding about an
incentive, or any other methods.
:
 Highlight the results. Talk about the positive outcomes from your initiative —
an increase in morale, productivity, or overall team success.

Sample answer (Hospitality industry)

During my time at the hotel where I was part of the event readiness team,
we had an exhaustive week of back-to-back events. Fatigue was starting to
a!ect the team morale.

I took the initiative to brighten our spirits. I coordinated with our leadership
to surprise the team with a lunch, allowing everyone to relax and recharge.
Furthermore, I used it as an opportunity for all of us to share some time-
management strategies to improve our workflow. The surprise lunch was a
hit, and everyone seemed re-energized afterward. Additionally, applying the
time management strategies made our tasks significantly easier to handle
for the remainder of the week. As a result, we managed to execute all
events flawlessly, and the team was noticeably more engaged.

Question: How would you handle a difficult

employee?

How to answer:
Initiate a conversation. Emphasize your willingness to engage in a private,
open discussion with the employee to understand their perspective and
struggles.
Highlight fairness. Talk about treating every team member fairly and
consistently.
:
 Develop a plan. Discuss devising a mutual plan with specific, measurable
actions that the employee can take to improve their behavior.

Sample answer (Healthcare industry)

While working in a clinic, we had a coworker who was frequently arriving
late. This was creating disruption in patient flow and our team’s schedule.
Although I wasn’t the supervisor, the issue was impacting our group
dynamics and operations, and I felt responsible to help in any way I could.

I decided to ask my colleague what was going on, then learned about her
commuting challenges. Understanding her situation better, I brainstormed
some solutions that could accommodate her needs while keeping the
operations smooth. I brought this matter and a proposed solution of an
adaptive work schedule to our manager’s attention, advocating for my
coworker’s situation, so we could jointly address the issue. With the
manager’s support, we successfully implemented the new work schedule. It
accommodated my colleague’s commuting issues, ensured the clinic
maintained optimal patient care, and reinstated the harmony of our team.

Surprise, surprise! Apart from typical interview questions for newbie managers,
you’ll certainly be asked some other, standard interview questions. Make sure you
come prepared. Here are some of our guides:

Tell Me About Yourself: Sample Answers

([Link]
about-yourself/)
Where Do You See Yourself in 5 Years?
([Link]
:
 you-see-yourself-five-years/)
Why Did You Leave Your Last Job?
([Link]
you-leave-your-last-job/)
What Are Your Strengths? ([Link]
questions-answers/what-are-your-strengths/)
What Is Your Greatest Weakness?
([Link]
your-greatest-weakness/)
Why Should We Hire You? ([Link]
questions-answers/why-should-we-hire-you/)
What Are Your Salary Expectations?
([Link]
expectations/)
Why Do You Want to Work Here?
([Link]
want-to-work-here/)

First-Time Manager Questions About

Communication Skills

Why they ask these questions

Clear and e!ective communication is a cornerstone of successful
management.
In first-time managerial interviews, employers often delve into your ability to
articulate your thoughts, share information, listen attentively, and ensure
mutual understanding within a team.
Whether it involves simplifying complex concepts, responding to queries, or
persuading someone to see things your way, showcasing your communication
:
 competency can set you apart as a potential manager.

Question: Can you give an example when you

had to present complex information to a team?

How to answer:
Contextualize. Start by outlining the situation — the team, the specific
information you had to convey, and what made it complex.
Talk about strategies. Mention the methods you used to simplify and
present the information, such as visual aids, hands-on demonstrations, or
breaking information down into manageable parts.
Talk about how you engaged your coworkers. This could be by encouraging
questions or conducting discussion sessions.

Sample answer (R&D industry)

Sure, in my previous role as an R&D engineer, I had to present our new
product’s complex technical specifications to the marketing team. I knew I
had to break the jargon down into simpler, understandable language. So, I
used simple analogies, visual aids, and frequent check-in questions during
the presentation to ensure they could grasp the knowledge and apply it in
their marketing strategies. The subsequent successful marketing campaign
was a testament to their understanding and, hopefully, my e!orts of clear
communication.
:
 Question: Describe a time when you had to use
persuasion to convince someone to see things
your way.

How to answer:
Explain the circumstances. This could involve a project, an idea, or a plan
that needed someone’s cooperation or approval.
Discuss your strategy. Outline the tactics you used to persuade the
individual or the group. Remember to highlight the importance of
understanding their perspective, laying out your reasoning clearly, and
connecting your proposal to shared goals or values.
Show the outcome. Describe the result of your e!orts. Even if it wasn’t
entirely successful, you can talk about what you learned from the situation.

Sample answer (Environmental sector)

In my role as an environmental coordinator, there were times I had to
convince stakeholders about the long-term benefits of investing in
sustainable practices, which don’t typically assure immediate profits. I
would prepare strong cases backed by research and use storytelling to
highlight the environmental and, eventually, financial benefits. One
successful example was getting management approval for low-energy
lighting throughout our facility, highlighting long-term energy and cost
savings. They initially resisted due to the high upfront costs but were
persuaded by my strong rationale and cost-benefit analysis.
:
 Questions About Problem-Solving and
Decision-Making

Why they ask these questions

Any good manager needs to address problems head-on and make sound
decisions.
Interviewers are interested in your logical reasoning, analytical capabilities,
and risk-taking ability, along with the confidence you exhibit in your decision-
making process.

Question: Describe a challenging issue you faced

in your previous role and how you solved it.

How to answer:
Begin by detailing the situation and what made the issue challenging. It
could be an unexpected delay, a logistical problem, a team conflict, or any
other significant hurdle.
Discuss the strategy you adopted to solve the issue. This might include
drawing on existing resources, seeking external advice, or innovating a novel
solution.
Describe the outcome of your e!orts and how it impacted your work
or the team.

Sample answer (Logistics industry)

:
 As a supply chain coordinator, I faced a challenging situation when our
primary vendor could not deliver vital components due to a strike. This
threatened our production timelines. I initiated a multistep solution. First, I
negotiated with secondary suppliers to provide us with the required
components, albeit at a higher cost. Secondly, I recalculated our production
costs and adjusted our financial forecasts. Lastly, I communicated these
changes transparently to our important clients and sought their
understanding. This experience taught me the value of having a robust
contingency plan.

Question: How do you handle making difficult

decisions?

How to answer:
Talk about how you gather information. Start by discussing how essential it
is for you to collect as much information as possible from reliable sources
before making a decision.
Mention your approach to exploring di!erent scenarios. This includes
weighing pros and cons, and examining potential outcomes of each
alternative.
Remember about other points of view. Talk about the importance of
seeking di!erent perspectives, especially when making decisions that
significantly impact the team or company.

Sample answer (Non-profit sector)

:
 In my previous role as a project coordinator for a non-profit, budget
constraints often forced di#cult resource allocation decisions. I used a
structured approach by first gathering all necessary information and
understanding the potential impact of the decision. Then, I evaluated
possible alternatives, looking for the most cost-e!ective solution. When I
had to make the toughest choices, I would also seek input from the team.
This approach not only produced better decisions but also ensured that
team members felt invested and heard.

Want more on the topic? We have a separate guide about behavioral problem-
solving questions, specifically. Give it a read: Problem-Solving Interview Questions
and Answers ([Link]
interview-question-problem-solving/)

Competency-Based Managerial Questions

for First-Time Managerial Candidates

Why they ask these questions

Competency-based managerial questions are designed to gauge your ability to
handle situations that test your managerial and leadership skills.
The aim is to assess your skills in strategic thinking, resilience, people
management, communication, and your overall readiness for taking up roles
which require a higher degree of responsibility.

Question: Tell me about a time you failed. How

did you handle it?

How to answer:
:
 Describe the situation. Start with a specific instance of a time you failed. Be
honest about what happened and why it was considered a failure.
Pick a real failure. Mistakes are an opportunity for you to grow — and this
question is precisely about that growth. Don’t try to disguise an actual win as a
loss. “I failed to pace myself and delivered a project way ahead of schedule but
ended up exhausted” won’t do.
Discuss your reaction. Detail how you handled the situation — what steps
you took immediately after the failure and the emotional impact it had on you.
Focus on learning. Explain what you learned from this experience and how it
helped you grow personally or professionally.

Sample answer (Manufacturing industry)

In my previous role as a production supervisor, we launched a new
assembly line where I misjudged the training needs of a project team.
Despite preparation, the team struggled with operations, leading to an
increase in lead time. Obviously, it was a very disappointing moment for
me. However, I viewed it as a learning opportunity. I acknowledged the
mistake with my team, arranged intensive hands-on training sessions and,
within weeks, the team picked up e#ciency, reducing the lead times
significantly.

Question: Can you describe a time when you had

to deal with a major company change?

How to answer:
Establish the background of the change. Start by explaining the context of
:
 the major change in the company and why it was significant.
Explain how you adapted. For instance, by embracing new practices,
permanently adjusting your plans, or relearning parts of your job.
Discuss your mindset. Highlight the attitude you maintained during the
transition, like staying positive, remaining flexible, or taking the initiative to
learn new processes.
Demonstrate leadership skills. If applicable, describe how you supported
others during the change and fostered a resilient and adaptable team culture.

Sample answer (Education sector)

In my role at a higher education institution, our operations underwent
significant alteration due to a major merger. I felt it was important to
contribute towards maintaining open communication and high morale
among my peers during this transition.

I did my best to understand the nature of the upcoming changes and how
they would impact our day-to-day. I shared my notes and observations with
my colleagues, trying to clarify anything that might not have been obvious.
And I tried to remind everyone of smaller achievements throughout this
period.

Being agile and communicating e!ectively were crucial in navigating

through this big change. My e!orts helped keep morale high among my
peers and ensured that we stayed productive during the transition.

Question: How do you handle stress and

pressure?
:
 How to answer:
Discuss your personal methods for handling stress. These might include
resourceful time management, mindfulness exercises, physical activity, or
relaxation techniques.
Talk about how you prioritize tasks and manage time e!ectively under
pressure, helping to mitigate stress.
Don’t forget about support systems. Mention the value of a strong support
system (like colleagues, mentors, or peers) and how it helps you manage
stress.

Sample answer (Finance sector)

In my previous role as a financial analyst, handling large datasets and tight
deadlines were part of the job. Over time, I’ve learned to manage stress
e!ectively through planning and prioritization. For instance, I break down
complex tasks into manageable parts, anticipate potential setbacks, and
maintain a flexible calendar to adjust to unforeseen issues. My primary
strategy involves taking proactive steps to mitigate stress rather than
merely reacting to it. Also, while it might sound cliché, regular physical
exercise and mindfulness practices are also part of my stress-management
toolkit.

Pro tip: If you’re thinking about going up a step in the corporate ladder and
assuming your first managerial job, don’t hesitate to take advantage of
managerial coaching (in other words: coaching that helps you become a
better coach yourself). Research
([Link] suggests that managerial
:
 coaching can greatly facilitate successful transitions into leadership
positions. Actually, another recent study
([Link] implies that lack of formal
management training can greatly hamper your success as a first-time
manager.

How to Answer Interview Questions for

First-Time Managers?
See that?

That nice downtown view from your first-ever private o#ce. You’re a manager now.
(You might even remove your o#ce door entirely to highlight how it’s “always open
for you folks.”)

How did you get there? Easy. You learned the fool-proof strategy to answering
interview questions for new managers. The one below.

1. Understand the question

Before you start your answer, make sure you’ve got the question figured out. What
are they really asking? Understanding the core of the question will stop you from
veering o! track and make your response more targeted.

2. Prepare in advance
“Winging it” may work in some scenarios, but not in job interviews. Do your
homework about the company, role, and the team you’d be in charge of. Being
prepared will make you less nervous and more confident.
:
 3. Use concrete examples
Everyone loves stories, right? Sharing instances from your past work where you’ve
shown leadership or solved problems can make your point more vivid and
convincing. Plus, it’s evidence you walk the walk. And no, you don’t have to make up
stories about how you lead a team long-term. But any instance of you stepping up
and taking ownership is worth mentioning.

4. Leverage the STAR technique

([Link]
interviews/star-interview-method/)
Trying to structure your thoughts? The STAR (Situation, Task, Action, Result)
technique is pure gold. Describe the situation, detail your role, explain what you did
and round o! with the positive result. This method can give you that organized,
clear, and relatable performance story.

Here’s an example of the STAR method put to practice when answering a typical
question for a first-time manager:
:
 STAR Formula (+ Sample Interview Answer)

5. Showcase leadership potential

Don’t forget, you’re here to snag a managerial role! Show them you’re leadership-
ready. Highlight examples where you’ve used your initiative, shown resilience, or
strategically influenced others.

6. Manifest your integrity

In a 2018 study ([Link] integrity and
trustworthiness have been found to be crucial qualities for a manager. Being
honest, reliable, and respectful with subordinates fosters a positive work
environment and builds trust within the team — and this is essential for e!ective
collaboration and teamwork.
:
 7. Display emotional intelligence
Being a manager isn’t just about project charts and financial statements. At its core,
it’s about people skills. Show your sensitivity to your team’s feelings, reactions, and
morale. Adding a dash of emotional intelligence to your answers can really set you
apart.

8. Be confident
Keep your cool, maintain eye contact, and don’t forget to breathe. You’re here
because you’ve earned this opportunity. They invited you in for a reason.

Looking for a managerial role in a specific sector? Check out:

Customer Service Manager Interview Questions and Answers

([Link]
manager-interview-questions/)

Key Points
First-time manager interview questions often revolve around hypothetical
scenarios, not just real-life situations.
This is precisely what makes those questions di#cult — you need to prove you
have what it takes to assume a leadership role, even if you don’t have concrete
evidence from the past.
When interviewing for your first-ever managerial role, highlight your skills and
subject-matter expertise and, at the same time, make sure you convey your
leadership potential.
Remember — you’re not expected to showcase loads of managerial wins. The
key is to present yourself as someone who can motivate and inspire others.
:
 _______________________

Need a hand? There are 3 ways we can help you:

1. Tired of interviewing and not landing the job? Discover actionable lessons and
interview practice here ([Link] (Rated with 4.9/5 by
1,000,000 users).
2. Need help with your resume? Use our brand new automated resume feedback
tool: Resume AI ([Link]
3. If you’re expecting your next interview to be held online, see: 20+ Tips to Ace
Any Virtual Interview ([Link]
101/video-interview/).

FAQ

What are the toughest interview questions for

first-time managers?
The toughest questions are usually those about instances where you had to
demonstrate management skills without being in a managerial role as such. For
example, “Tell me about a time you led a team,” or “Describe how you’ve handled a
conflict within the team.” These make you dive deeper into your experiences and
assess abilities beyond your usual responsibilities.

What to expect from an interview for a first-time

upper management position?
In an interview for a first-time upper management position, expect questions
focused on strategic thinking, leadership, financial acumen, and driving
organizational change. You’ll be expected to provide evidence of clear thinking,
:
 managing teams, and making tough decisions. Be prepared for scenario-based
questions where your problem-solving skills and ability to manage tough situations
will be tested.

What questions to ask at the end of my first-time

manager interview?
Ask questions that show your interest in the company and the role. Some examples
include: “What does success look like for this role?”, “What do new employees often
find surprising after they start?”, or “What are some challenges that this position
would face?”

How to prepare for an interview for my first-ever

managerial role?
Start by understanding the job description thoroughly. Brush up your knowledge
about the industry and the company. Prepare for questions that will explore your
leadership potential, and use the STAR technique to prepare your responses.
Practice is key — ensure that you rehearse your answers, but avoid sounding
scripted.

What if it’s an interview for an internal promotion

to a managerial role? Is it any different?
Yes, it can be di!erent. When you interview for an internal promotion, you’re likely
up against colleagues who have similar knowledge and experiences. Clearly
articulate what sets you apart and why they should trust you. It’s crucial to
demonstrate a deep understanding of the company’s mission, challenges, and
future plans, and how you can contribute to these as a manager.
:
 How can I showcase my leadership potential in a
first-time manager interview?
Highlight experiences where you’ve demonstrated leadership — even if it wasn’t in
a formal leadership role. Speak about times when you motivated peers, managed a
project, resolved conflicts, or took initiative. Remember, e!ective leadership also
involves emotional intelligence, so don’t forget to share instances where you’ve
shown empathy, adapted your communication, or helped build a positive team
culture.

Michael Tomaszewski
([Link]
Michael is a Certified Professional Resume Writer and Career Coach with over 7 years of
experience in the hiring industry. At Big Interview, he makes sure all our articles are
factually correct, actionable, and fun for you to read.

Edited By:

Briana Dilworth ([Link]

Fact Checked By:

Pamela Skillings ([Link]

Big Interview Newsletter

Best job-seeking, career, and interviewing tips – directly from our
Chief Coach.

Email

SUBSCRIBE
:
 SUBSCRIBE

Share this article

  

([Link]

Big Interview combines a proven, step-by-step

curriculum (htt
of expert video lessons with our AI-
(htt ps:/ (htt (htt
based /ww
virtual
ps:/ (htt practice (htt ps:/ tools to make
ps:/ interview
/w really [Link]
ps:/ good, reallyps:/ /w
/w fast.
you nke /w ww.
ww. /twi ww.
fac tter din. you ww. inst
ebo .co co tub tikt agr
ok.cm/ m/ce.c ok.c am.
om/ bigi om om/ om/ co
bigi nte pan c/Bi @bi m/b
Company
nte rvie y/bi gint gint igin
rvie w) gint ervi ervi terv
ervi ew) ew) iew
w/)Interview([Link]
Big ew/ /)
)
Plans & Pricing([Link]

Government([Link]

Higher Education([Link]

Careers([Link]

Editorial Process([Link]

Resources
:
 Resources

Job Search([Link]

Resume Templates([Link]

Interview Preparation([Link]

Interview Q&A([Link]

Career Advice([Link]

My Account

Sign In([Link]

Create an Account([Link]

Knowledge Base([Link]

Support([Link]

2024 Skillful Communications, Inc. | Big Interview is a trademark of Skillful Communications,

Inc.

Terms ([Link] | Privacy Policy ([Link]

: