By Jeff Altman, Big Game Hunter
You can’t just walk into an interview easily, can you? Here’s how to succeed.
1 question every C-level candidate should ask
Okay, let’s get started. We won’t discuss the basics today. It’s a strategy playbook for executive interviews, and it’s about how to flip the script and how you approach the entire process from the moment you start preparing to the moment you sign the offer.
So this is a big question we need to ask ourselves because an executive interview is not a test. This is a business meeting and you are the product. The real goal is not just to give the right answer.
This is about changing the dynamic completely. So you’re not just another candidate. You are an indispensable asset.
Okay, here’s our game plan. We’ll break it down into five key parts. First, preparation.
Then, the most important first impression. From there, we’ll dive into how you can control the conversation, how to handle those really tough questions, and finally, how to close the deal and get paid for what you’re actually worth. Let’s start with what you need to do before you even think about walking into the interview room.
You see, winning the interview, it all starts earlier, with a very specific preparation that basically makes you resistant to stress. You know the feeling, right? This is classic fear. You’ve done all the research.
You know your resume like the back of your hand, but then the pressure kicks in and poof, that perfect story or killer statistic is gone. Your mind goes blank and can derail even the most qualified person. So how do we solve this problem with a simple one-page cheat sheet? Now, this is not a script.
Think of it this way. The first two-thirds of the page are just brief reminders of your biggest hits, your key achievement stories, and hard numbers and quantifiable results. The next third is the strategic questions you want to ask them.
This page is your anchor when times are stressful. and get this. You might be thinking, doesn’t this sound like I’m cheating? Absolutely not.
In fact, quite the opposite is true. Senior leaders don’t see this as a crutch. They take this as a sign that you’re organized, that you’re serious about it, and that your actions are consistent.
It makes you look like a pro from the start. Okay, you’re ready. It’s game time now.
You walk in the door. The clock is ticking, and seven seconds may be the most important part of the entire meeting. No, I’m not kidding.
Studies show that people judge your trustworthiness, your charisma, and even your intelligence within the first seven seconds. It is based almost entirely on non-verbal cues. So before you actually say hello, they’ve already formed an impression.
So when they hit you with that classic, tell me about yourself. The worst thing you can do is launch into a 20-minute monologue about your career history. They don’t want your life story.
What they really want to know is, what can you do for us? You need a tight, punchy 60-second spot. This is the formula. You can start with a quick 15-second overview.
Then briefly detail the scope of your last role. Think about the P&L, team size, budget. Next, you hook them with three core strengths that are directly related to the job you’re interviewing for.
That’s magic. Finally you ask a question that puts you in the driver’s seat. This little question is your secret weapon.
This is how you transition into the most powerful phase of the entire interview. This is the part where you stop acting like a candidate and start acting like a more valuable person. This is where you completely change the game.
You have to change your mindset. You can’t just passively answer a series of questions. You are a consultant, an expert, brought in for a discovery session.
Your job is to diagnose their problem before coming up with a solution. So what are you listening to? You’re basically looking for clues in these four key areas. What is their biggest pain point? Where do they want to be in the future? their wishes.
What fires need to be put out now? What are their long-term growth goals? Every question you ask should be designed to reveal one of these things. This is the absolute golden rule at this stage. This is not an interrogation.
It’s more like a tennis match. You ask a question, they hit back with a challenge or a goal, and you immediately reciprocate with a story. This is very interesting.
I also encountered similar problems at the time. You have to connect their needs directly to your proof of success. Of course, it’s not all about you asking the question.
They’re going to give you some tough ones. So let’s break down how to deal with one of the most common and dangerous situations. So why did you leave your last job? Psychology is everything here.
The wrong way to answer it is to describe it as running away from something bad, a bad boss, a toxic culture. Even if this is true, it only sounds negative. The right approach is to always frame it as you heading towards bigger, better opportunities, and of course, it’s their company.
To achieve this, just use this simple three-part formula. First, say something really positive about your last company. Second, view your exit as a pursuit of growth that was unattainable at the time.
Finally, go right back to them and ask a positive, forward-thinking question about their future. It takes the focus away from your past. Okay, let’s get to the end game.
You have successfully interviewed. You have demonstrated your immense value. Now comes the critical part, making sure your compensation truly reflects that value.
So, in order to win in a negotiation, you have to understand a little psychological trick our brains play on us called anchoring bias. It’s very simple. Whatever number comes up first in a negotiation, our brains grab onto it and use it as a reference point for everything that follows.
This brings us to the golden rule of salary negotiation. Whoever names the first number loses. If they ask about your current salary and you say $150,000, then you base the entire negotiation around that number, even if they are privately willing to pay $225,000.
Your job is to get them to say the first number, period. But this is the real advantage, the higher level strategy. By applying a consultant’s mindset and demonstrating that you are the solution to their biggest problems, you become more than just a candidate.
You will be a high return investment. When they view you this way, their original salary range starts to matter little because the value you bring completely overshadows it. So let’s put them together.
The entire process is built around a powerful mindset shift. Our goal is not just to be the best candidate for the position. This is to demonstrate that you are the most valuable investment they could possibly make.
This is an investment they cannot afford to lose. So, are you ready?
15 questions to prepare for your next C-level interview
About Big Game Hunter Jeff Altman
People hire “Big Game Hunter” Jeff Altman to provide no-nonsense career advice around the world because he makes so many things in people’s careers easier. Those ones
Matters may involve job search, recruiting more effectively, managing and leading better, career transition, and advice on solving workplace problems.
Schedule a discovery call on my website, www.TheBigGameHunter.us
He is the host of “No BS Job Search Advice Radio,” the #1 job search podcast on iTunes with over 3,100 episodes.
website: (Schedule a paid coaching session, a free discovery call or ask a question using my Trusted Advisor service)
LinkedIn:
courses:/courses
Books and guides: /books
Resume and LinkedIn Profile Critiques www.TheBigGameHunter.us/critiques
We allow this and other articles to be used on your site as long as they include a backlink www.TheBigGameHunter.us and states that it is provided by Jeff Altman of The Big Game Hunter as the author or creator. Does not acknowledge his work or provide backlinks www.TheBigGameHunter.us Subjects you to a $1,000 fine, which you voluntarily agree to pay.
