How to ace job interviews

Interviews can be one of the most nerve-wracking aspects of the job search. In a short conversation, you need to showcase your skills while also navigating broad, open-ended questions and articulating your past decisions in ways you might not have considered before. On top of that, you’re also assessing whether the job and organization feel like a good fit for you. It’s a lot to juggle!

The good news is that interviewing is a skill, and like any skill, you can improve with practice. This article walks through how to approach different types of interviews, what interviewers tend to care about, and how to prepare without over-rehearsing.

Improve your general interview skills

Before doing the prep work for a specific interview, it’s a good idea to set yourself up to be good at any interview.

Manage nerves by shifting your mindset

It’s easy to walk into an interview feeling like the employer holds all the power—they have the job, and you want it. Viewing the interview as a one-way evaluation can lead to increased anxiety, over-rehearsed answers, and a stiff inauthentic version of yourself. Instead, remember that interviews go both ways. Yes, the employer is assessing whether you’re a good fit, so you want to make a strong impression and show genuine enthusiasm (playing hard to get won’t help!). But you’re also evaluating whether this is a role you actually want. Do their expectations, values, and work culture align with what matters to you? Will this role challenge you in the right ways?

Shifting your mindset from performance to conversation can significantly impact how you present yourself. By viewing the interview as a collaborative dialogue rather than a judgment, you’ll approach the conversation with more authenticity and less pressure. This mindset change doesn’t eliminate nerves completely, but it allows you to engage more genuinely and comfortably. It’s also helpful to remember that the employer likely thinks you’re qualified; they wouldn’t have invited you to interview otherwise!

Understand different interview formats

Not all interviews are the same, so it’s good to have a solid understanding of what you can expect with different types. Here’s a quick breakdown:

Phone screener interview

This is usually a quick call with a recruiter, HR rep, or team member to make sure you’re a good fit and learn more about your interest in the role. You likely won’t go into too much detail in an initial call, but it’s a good opportunity to make an impression and get to the next stage.

Pre-recorded interviews

Also known as one-way interviews, these types of interviews involve candidates recording responses to a set of questions provided by the company. Unlike a live or video call interview, there’s no back-and-forth conversation. You’ll likely read or listen to a prompt on your screen and record your answer when ready. Typically, you’re given a limited amount of time to think through your response (e.g., 30–60 seconds) before the recording starts.

Traditional interview

This is the classic interview format—a conversation with one or more interviewers about your background, skills, and fit for the role. It can take place in person or over video and often involves multiple rounds with different team members or managers. Some interviews are structured, with every candidate answering the same set of questions, while others are unstructured, allowing for a more flexible, conversational flow. Unstructured interviews let you show more personality but can also be unpredictable. You might also have a panel interview, where you meet with multiple people at once—like your potential manager, team members, or colleagues from other departments. Since each panelist may focus on different aspects of your experience, it’s helpful to prepare for a variety of questions.

Case-study interview

In these interviews, you’ll be presented with some sort of problem or scenario that you need to analyze and solve on the spot. The interviewer is usually interested in your thought process, problem-solving approach, and how you communicate your ideas. It’s less about arriving at the perfect answer and more about demonstrating your analytical skills and ability to think critically under pressure.

Technical or skill-based interviews

If your role requires specialized skills, you could be asked to demonstrate your skills. This could mean coding in real-time for software positions or handling a mock case for consulting roles. Usually these types of interviews occur after at least one preliminary interview, and you’re often given some context and information to prepare.

Practice common interview questions ahead of time

Practicing for an interview can make a huge difference in how confident and prepared you feel. One of the best ways to prepare is writing out your thoughts, especially for tougher questions. You don’t need to script full answers (which can make you sound robotic), but jotting down bullet points can help you organize your key points and stay focused.

It can also make a huge difference to practice saying your answers out loud. Whether you practice with a friend, mentor, or even an AI interview tool, hearing yourself talk through your responses helps you refine them. You might even record yourself and listen back. It’s a great way to catch rambling, filler words, or a monotone delivery that you wouldn’t notice otherwise.

To push yourself further, simulate a real interview. Set a timer and answer questions in one go, or do a mock interview with someone else. This forces you to think on your feet while still using the prep you’ve already done. The goal isn’t to memorize answers—it’s to feel comfortable, adaptable, and ready to handle whatever comes your way.

How to answer common interview questions

Obviously you can’t prepare for everything you might be asked in an interview, but there are several questions you can expect to get some variation of. Below we’ll cover a few of the most common interview questions (among many) and tips for answering them.

Tell me about yourself

This is often the first question in an interview, and it sets the tone for the rest of the conversation. Rather than listing your entire work history, try structuring your response in three parts: a quick summary of your background, what you’re doing now, and why this role is a good fit. For example, someone transitioning into nonprofit communications might say:

“I started in journalism, where I developed strong research and writing skills, but I realized I wanted to use those skills in a mission-driven environment. For the last two years, I’ve worked in nonprofit communications, focusing on impact storytelling and donor engagement. When I saw this role at [Company], I was excited because it combines my passion for storytelling with real-world impact.”

Whatever your answer, it’s good to practice until it feels natural without memorizing it word-for-word. You want to sound confident and conversational, not robotic!

Why do you want to work here?

Interviewers ask this to gauge your genuine interest in the role and to see if you’ve done your research. A strong answer should connect something specific about the organization—its mission, projects, or approach—to your own skills and motivations. Instead of a vague response like “I’ve always wanted to work at a company that makes a difference,” focus on what actually excites you. A better answer might be something like:

“I admire [Company]’s approach to [specific initiative]—it’s rare to see an organization combining [impact area] with [approach]. My experience in [your skill] and passion for [mission] align well, and I’d love to contribute to scaling this impact.”

If you do have some sort of particular interest in or connection to the organization, this is an appropriate time to mention that. Maybe you saw the founder’s TED talk years ago, which first got you interested in the field, or maybe you’ve genuinely been working toward this particular industry for a long time. Don’t fabricate some sort of personal story, but if there are deeper reasons this is the time to mention it.

Why are you leaving your current job (or why did you leave your last job)?

Interviewers ask this to understand what’s motivating your move and to get a sense of whether you’re leaving on thoughtful, constructive terms. They’re often looking for signs that you’re making a considered decision—whether that’s seeking new opportunities, better alignment with your goals, or more room to grow—rather than reacting to a negative situation.

Even if your current or last job wasn’t ideal, it’s helpful to frame your answer around what you’re moving toward, rather than focusing on what didn’t work. You could say you’re looking for a healthier team culture, or an opportunity to contribute in a different way. Here’s one way to approach it:

“I’ve learned a lot at [previous company] and appreciate the experience I gained there, especially [mention something specific if you can]. At this point, I’m excited to take on new challenges that align more with my long-term goals, like [XYZ]. This role at [company] feels like a natural next step because it offers [mention a specific aspect of the job that appeals to you], and I’m looking forward to contributing in that capacity.”

The goal is to stay positive, future-focused, and genuine. Most employers understand that people leave jobs for all kinds of reasons—what matters is how you talk about it. You need to provide enough detail to satisfy their interest, while avoiding any negativity.

What are your greatest strengths?

When interviewers ask about your strengths, they’re trying to understand how you work and what you’ll bring to their team. It’s a chance to highlight something that genuinely sets you apart—ideally, a strength that directly relates to the role you’re applying for.

The most effective answers are specific and grounded in real examples. Instead of offering a generic trait like “I’m a hard worker” or “I care too much,” focus on a quality that feels true to you and show how it’s made a difference in your work. This helps your answer come across as authentic and thoughtful, rather than rehearsed. Along the same lines, try to avoid “table stakes” strengths—qualities that are expected in nearly every job, like being a good communicator or organized. These can be too general unless you have a compelling story that shows how you went beyond the baseline.

Think about moments when you received positive feedback or when a particular strength helped you solve a problem or succeed on a project. Then, connect that experience to how you’d contribute in the role you’re applying for. For example:

“One of my greatest strengths is my ability to take complex information and make it easy to understand. In my last role, I worked on a project where we needed to explain technical findings to a non-specialist audience. I gathered insights from multiple teams, distilled them into a clear narrative, and created a presentation that helped the leadership team make informed decisions. I’ve found that being able to communicate clearly—not just what we know, but why it matters—has been a valuable skill, and it’s something I’m excited to bring to this role.”

The key is to choose a strength that feels authentic, back it up with a specific example, and show how it’s relevant to the job.

What’s your biggest weakness?

This isn’t meant to catch you off guard—it’s a chance for interviewers to see that you’re self-aware and proactive about growth. The strongest answers are honest but thoughtful: you acknowledge a real area for improvement (one that wouldn’t be a major handicap on the job) and show what you’ve done to address it.

Try to avoid answers that sound rehearsed or superficial (like “I’m a perfectionist”). Instead, focus on something specific and talk about how you’re working to improve it. For example:

“I used to struggle with speaking up in meetings, worrying that my ideas weren’t fully formed or valuable enough. But I realized that staying quiet wasn’t just holding me back—it was also a missed opportunity to contribute and grow. I started preparing in advance for discussions so I’d feel more confident about what I wanted to say. I also set small goals, like making at least one contribution in every meeting. Over time, I’ve grown much more comfortable speaking up, and I’ve seen how my input can add value to the conversation.”

Tell me about a challenge you faced and how you handled it.

For this type of behavioral question, interviewers want to see how you handle adversity and whether you have problem-solving skills. It’s great to come prepared with concrete examples you’ve already thought through so you don’t blank on the spot. A helpful technique for approaching these types of questions is the STAR method (Situation, Task, Action, Result):

Situation: Set the stage by explaining the context.
Task: Describe what needed to be accomplished.
Action: Walk through the steps you took.
Result: Highlight the outcome and any lessons learned.

Here’s how someone might concisely use the STAR method:

“In my last role in fundraising, we encountered a significant challenge when a major donor unexpectedly reduced their contribution just weeks before our annual fundraising event (situation). My goal was to close this funding gap quickly to ensure the event could proceed as planned (task). I immediately reached out to past donors, crafted targeted appeals, and coordinated with the team to identify new prospects (action). By the event date, we not only made up the shortfall but exceeded our original goal by 20%, which reinforced for me the importance of resilience and creative outreach in fundraising (result).”

What do you look for in a manager?

This question is about fit—interviewers want to know whether your ideal management style aligns with the one at their company. Share qualities that you appreciate in a manager while subtly hinting at the kind of work environment where you thrive. Try to avoid complaining about previous managers or being too specific about what you don’t like. For instance:

“I work well with managers who are communicative and supportive but also trust their team to work independently. I really appreciate feedback and the chance to bounce ideas around when needed, but I’m also self-motivated and like having the space to take ownership of my projects.”

Where do you see yourself in five years?

While no one expects you to predict the future, interviewers sometimes ask this to gauge whether you’re serious about the role and whether your longer-term goals align with what the company can offer.

The best approach is to keep your answer focused on growth and development rather than specific job titles, salary expectations, or personal aspirations that suggest you’re just passing through. You want to show that this role is a meaningful step in your career—not just a placeholder. Try to avoid sounding uncertain or listing too many unrelated possibilities. Instead, emphasize your enthusiasm for this opportunity and how you hope to grow within the organization. For example:

“In five years, I hope to have deepened my expertise in [relevant skill or area] and taken on more responsibility within the team. I’d love to contribute in a bigger way, whether through mentoring others, leading projects, or helping shape strategy. What’s most important to me is continuing to learn and grow in a collaborative environment like this one.”

This keeps your answer professional, forward-looking, and aligned with the company—without boxing you into specifics that might not pan out.

While you can’t predict every question, understanding the different ways they might be asked can help you prepare more effectively. Many common interview questions fall into three broad categories:

General (or meta) questions ask about your approach in general terms. (How do you handle stress?)
Situational questions present a hypothetical scenario to see how you’d respond. (What would you do if you were under tight deadlines with competing priorities?)
Behavioral questions ask about a specific past experience. (Tell me about a time you handled a stressful situation.)

Often, the same core question can be phrased in any of these ways, so practicing different formats will make you more adaptable. Here are some key questions to consider:

How do you prioritize your work? Talk about your method for managing multiple tasks and deadlines, including specific tools or strategies you use to stay organized.
Tell me about a time you made a mistake. Acknowledge a specific mistake, what you learned from it, and how you implemented changes to prevent it from happening again.
What skills would you like to develop? Express your desire for growth and learning, mentioning specific skills relevant to the role.
How do you stay current in your field? Discuss any concrete professional development activities, such as attending workshops, webinars, or following industry news.
What are your hobbies or interests? Share personal interests that reflect positively on your character—but remember that everything you say could help them evaluate you, so keep it professional.
What do you know about our company? Show off your research by highlighting key facts about the company’s mission, values, and recent initiatives.
How do you handle stress or pressure? Share specific strategies and use the STAR method to illustrate how you successfully navigated a high-pressure situation.
Describe a time you worked on a team. Highlight a successful team project, emphasizing your role, collaboration, and the results.
How would your colleagues describe you? Think about the strengths and qualities your peers appreciate most and frame them in a way that relates to the role.
What challenges do you think our industry faces? Demonstrate your knowledge of the field by discussing relevant challenges and potential solutions.
What’s your greatest achievement? Highlight a significant accomplishment that aligns with the role, detailing the impact it had and the skills you utilized.
Why should we hire you? Summarize your unique qualifications and how they align with the needs of the role, focusing on how you can contribute to the company’s success.
How do you handle conflict? Provide a specific example of a conflict resolution experience, emphasizing your communication and problem-solving skills.
Describe a time when you had to learn something new quickly. Use the STAR method to illustrate your adaptability and commitment to continuous learning.
What is your approach to feedback? Discuss your openness to constructive criticism and how you’ve applied feedback to improve your performance.

Preparing before an interview

Getting an interview is already a big win—you’ve made it through one of the hardest steps. Now, the goal is to show that you’re a strong fit for the role by demonstrating three things: you’re capable, you’re someone they’d enjoy working with, and you’re genuinely interested in this job. To set yourself up for success, here are a few things worth doing before the interview.

Do your research

Before an interview, you’ll want to at least read the job description, explore the organization’s website, and get clear on why you’d be a great fit for the role. But how much research you do beyond that should depend on where you are in the hiring process.

Early-stage interviews, like phone screenings or pre-recorded video interviews, are mostly about your qualifications and basic fit. You want to at least skim the company page and have some reason for wanting to work there, but spending hours researching the company likely isn’t the best use of your time.

But for later-stage interviews, where conversations are often more in-depth, extra research can help you give stronger, more tailored answers. Looking into recent news articles or blog posts can give you insight into company priorities, and researching competitors can help you understand what sets this organization apart.

If you know who you’ll be interviewing with, take a few minutes to look them up on LinkedIn. Their background can give you clues about what they might focus on. Hiring managers often think about long-term fit, while a direct supervisor may be more interested in your day-to-day approach. You might even find shared connections or common interests to help the conversation flow naturally. Just keep it professional—mentioning a recent article they wrote is great; bringing up a super old personal blog is probably not the move.

All that said, be mindful of how much time you spend on company-specific research. It can help, but it’s not as useful as practicing your interview skills, and going too deep can make rejection feel even tougher. Aim for a balance—do enough research to feel prepared, but don’t let it take over your prep.

Decode the job description

Job descriptions aren’t just lists of responsibilities—they’re signals about what the employer values. Pay attention to repeated words and themes. If they emphasize a fast-paced environment and being a self-starter, they likely expect you to work independently. If collaboration and cross-functional teams come up often, strong teamwork and communication skills are probably essential. If they stress adaptability or wearing multiple hats, expect shifting responsibilities and evolving projects.

Once you spot these patterns, think about how your experience aligns (if it actually does). This could help you anticipate what kinds of questions to expect and ensure you’re highlighting the parts of your background that are most relevant to them.

Anticipate any concerns

Hiring managers are often cautious because making the wrong hire can be a big risk. That’s why it helps to be proactive about any potential red flags in your application. Even if an interviewer doesn’t mention concerns outright, they might have unspoken hesitations. Thinking ahead about what those might be gives you the chance to address them confidently and put their minds at ease. Here are a few examples:

Changing fields or industries. If you’re coming from a different field, be prepared to clarify your motivations and demonstrate your understanding of the challenges involved. It could also be helpful to prepare examples of how you’ve successfully adapted in the past to demonstrate your flexibility and ability to learn quickly. You could include this in an answer when asked “why this job” or “why this company,” or you could describe your career transition when answering a general “tell me about yourself” question.
Limited experience. Look for ways to connect your existing skills to the role. Checking LinkedIn profiles of people with similar backgrounds can help you see how others have made the leap. You can also emphasize any side projects, coursework, or volunteer work that show your ability to excel in this field.
Lack of traditional credentials. Some roles still place heavy emphasis on formal qualifications, even when skills matter more. If this applies to you, highlight any alternative education (certifications, bootcamps, self-directed learning) and focus on results—showing that you have the knowledge and abilities to excel.
Resume gaps. If there’s a significant gap in your resume, it’s usually better to be honest about and address head-on instead of leaving the employer to fill in the gaps. Whether it was due to personal reasons, further education, or job searching, explain how you’ve kept your skills sharp or what you learned during that time. This can be addressed when answering a “tell me about yourself” question so as to preclude a direct question about the resume gap later on.
Leaving a job soon. If you haven’t been working somewhere for very long, it might be worth explaining why you want to leave so quickly (while avoiding saying anything too negative about the job). Emphasize your eagerness for new challenges and how the potential new role aligns with your career aspirations.
Frequent job changes. A resume with frequent job changes can make employers nervous about retention. If your past roles were contract-based, in unstable industries, or part of a conscious career transition, be upfront about that. If there’s no simple explanation, focus on what you’ve learned from each role and why this position is a long-term fit.
Overqualification. Employers might worry that you’ll get bored, expect a higher salary than they can offer, or leave as soon as a better opportunity comes along. If you’re genuinely interested in the role, emphasize what excites you about it—whether it’s the mission, a shift in focus, or the opportunity to mentor others. Reassure them that you’re committed and see a future in the role.
Step-down in seniority: Employers might wonder why you’re moving to a lower-level role and whether you’ll be happy with the responsibilities. Explain why the shift makes sense for you—whether it’s about moving into a new industry, focusing on hands-on work rather than management, or aligning better with your long-term goals.

Ask questions (in moderation)

It’s completely fine to reach out before the interview if anything about the process is unclear. Confirming details like the interview format, how long it’s expected to take, or whether there’s anything specific you should prepare for is both practical and shows that you’re engaged. Thoughtful questions can help you feel more confident going in and demonstrate a proactive approach to communication.

That said, it’s important to strike a balance. Too many follow-ups or requests for overly specific information—like the exact questions you’ll be asked—can raise concerns about your judgment. Aim for clarity, not over-involvement.

Making a good impression in the interview

Whether you’re walking into the interview room or hopping on a video call, your main goal is to show that you’re capable, easy to work with, and genuinely excited about the role. That means finding the right balance—you don’t want to come across as disinterested, but you also don’t need to overdo it with enthusiasm. And since hiring managers are juggling packed schedules and back-to-back interviews, anything you can do to make their job easier will work in your favor. Here are a few more things to keep in mind:

Have a strong “why this job” answer. Employers want to know why you’re excited about this specific role within their organization, not just why you like the field. Use your research to tailor your answer. Reference the organization’s mission or values, and explain how they resonate with you personally.
Show genuine enthusiasm. A warm, positive attitude goes a long way. Hiring managers appreciate candidates who express authentic excitement about the opportunity. Use positive language and share your eagerness to contribute to the team’s success. Aim to be the candidate that makes them think, “I’d love to work with that person!”
Be mindful of body language. Non-verbal cues can also influence how you’re perceived during the interview. Keep your body language open and inviting to convey confidence and engagement. If you sense you’re coming across as stiff, it’s okay to take a breath and acknowledge your nerves. A simple admission can help you relax and connect more genuinely.
Listen actively. Show your engagement by practicing active listening. Nod along and respond to the interviewer’s comments, and don’t hesitate to ask for clarification if something isn’t clear.
Stay on track. If you ever feel like you’re drifting off into a tangent, don’t hesitate to pause and ask yourself, “How does this tie back to the role?” It’s a good way to refocus and ensure your points resonate with what they’re looking for.
Set yourself up for a smooth interview. Small things like lighting, video quality, and how you dress can make a difference (even if subconscious) in how interviewers think of you. If you’re interviewing remotely, try to have good lighting so your face is clearly visible, a neutral or uncluttered background to minimize distractions, and a working mic and camera for clear communication. If possible, do a quick test beforehand to check your internet connection and sound quality—minor tech issues aren’t the end of the world, but they can be distracting.

Ask thoughtful questions

At the end of your interview, you’ll usually get the chance to ask your own questions. Think of this as more than just a formality—it’s an opportunity to figure out if the role and company are a good fit for you, while also showing that you’re engaged and prepared.

The best questions come from your research and the conversation itself. Instead of generic ones, try tailoring them to the company, team, or specific aspects of the role. For example, if the company has a globally distributed team, you might ask, “I saw that your team works across different time zones. How do you balance synchronous and asynchronous communication?” Or, if you’ve read about a recent project, you could ask about its progress and how this role might contribute to similar initiatives.

Additionally, you can tie your questions to your own growth by asking, “I’m eager to develop my skills in [specific area]. How does the company support employees in growing in that direction?” This shows you’re thinking about how you’ll evolve within the company while also demonstrating interest in its processes and priorities. To get you thinking, here are some other adaptable questions to consider (but remember to keep them specific to the role and the stage of the interview process):

What does success look like in this position?
Can you tell me more about the team I’d be working with?
What recent projects or initiatives is the organization excited about?
What are the biggest challenges someone in this role might face?
How does this role contribute to the organization’s bigger goals?
What are the organization’s biggest challenges right now?
Is there anything else I can provide to help with your decision?

Before wrapping up, it’s also a good idea to ask about next steps—something like, “What’s the timeline for the rest of the hiring process?” That way, you leave the interview with a clear sense of what’s ahead instead of waiting and wondering.

Interview FAQs

Yep! Interviews aren’t about filling every minute—they’re about covering what matters. If you’ve answered all their questions, shared what makes you a great fit, and had a chance to ask your own, it’s totally fine to wrap up early. Just make sure you take the opportunity to ask anything you’re curious about before signing off.

It happens to everyone. If you need a moment to think, it’s completely fine to pause and say something like, “That’s a great question—let me take a moment to think about it.” If you’re stuck, be honest. You could say, “I can’t think of a specific example right now, but here’s how I would approach that situation…” Interviewers aren’t just listening for polished answers—they’re looking for how you think on your feet and handle uncertainty.

It’s tough, but try to stay calm and professional. Sometimes an abrupt tone isn’t personal—people have off days, or they may just have a different communication style. If something they say feels unclear or dismissive, it’s okay to ask for clarification.

Afterward, it’s worth reflecting: Do I actually want to work here? One negative interaction doesn’t always mean the culture is bad, but if you experience disrespect from multiple people—or if the person being rude is someone you’d work closely with—it could be a sign to proceed with caution. Trust your gut. No matter how appealing the role seems on paper, a poor interview experience might point to deeper issues.

This might not come up in the first interview, but if it does, a good move is to turn the question back on them and ask what range they have in mind. As a general negotiating rule, it’s common advice that you should avoid giving a number unless you have to. If they do push for your expectations first, it helps to have a well-researched range based on similar roles in your location and experience level. You could say: “Based on my research, I’d expect something in the range of [X-Y]. Does that align with what you had in mind?”

If you’re comfortable sharing, you can also mention your current salary as a reference point: “I’m currently making $X, including benefits, and I’d be looking for a reasonable increase in my next role.”

Unless explicitly asked, avoid listing salary expectations in your resume or cover letter—it’s not common practice and could limit your flexibility in negotiations. And if salary comes up before you’re ready to discuss it, you can respond with something like: “I’d love to learn more about the role and its responsibilities first, but I’m happy to discuss salary later in the process.”

A final tip: If you have a strong sense that salary could be a dealbreaker for you (e.g., if your expectations are significantly higher than what the company might offer), it’s better to get a sense of that early on. Depending on the company, you may be able to gather an idea of the salary range through research or by asking your network beforehand, so you’re not caught off guard.

Not required, but not a bad idea! A quick thank-you note shows your appreciation, reinforces your enthusiasm, and can remind the interviewer of your fit for the role. Keep it brief and genuine—nothing too formal or lengthy. Here’s an example:

“Hi [Interviewer’s Name], I really enjoyed our conversation today and learning more about [Company Name]. The role sounds like a great fit, and I’m excited about the possibility of contributing to [specific project or company mission]. I also wanted to mention that my experience with [specific skill or experience discussed in the interview] aligns really well with what you’re looking for, and I’m eager to bring that to the team. Thanks again for your time!”

One email is plenty—there’s no need to follow up again or send extra materials unless specifically requested. While enthusiasm is appreciated, you don’t want to overwhelm the interviewer. Keep it simple and sincere. If you’re looking for templates, this article has some good ones.

Unfortunately, ghosting happens—and it’s frustrating. If you’ve followed up politely and still haven’t received a response, it’s often best to move forward and focus your energy on other opportunities. Easier said than done, but try not to take it personally. Silence is usually about internal delays, understaffing, or shifting priorities, not a reflection of your worth or abilities.

That said, if a company is unresponsive during the hiring process, it’s worth considering whether that’s a sign of how they communicate more broadly. A lack of follow-through now might point to similar issues if you were to work there. Trust your instincts, and remember you deserve an organization that values clear communication and respect.

Moving forward

Ultimately, interviews are as much about discovering whether a role is the right fit for you as they are about impressing the interviewer. While it’s easy to get caught up in the idea of “performing well,” the real goal is to find a position that matches your strengths, values, and aspirations. Every interview is a chance to refine your self-presentation and deepen your understanding of what you’re truly looking for in a job. The more you embrace each opportunity to connect and learn, the better equipped you’ll be to make informed decisions about your career path.