In a behavioral interview, it is more effective to select a story that demonstrates the highest possible scope and impact, even if it doesn't perfectly match the interviewer's question. Candidates should guide the interviewer towards the stories that best represent their capabilities, rather than strictly adhering to the prompt with a less impactful example.

To understand a candidate's true drivers, ask them to walk through every major career decision they've made, from college choice to job changes. This narrative reveals patterns and motivations—such as status-chasing, financial incentives, or problem-solving focus—far more effectively than direct questions.

Gilly Shwed’s founder interview technique focuses on understanding the motivations behind past actions. He believes this meta-level questioning provides deeper insights into a founder's character and decision-making framework than a simple recitation of accomplishments.

To provide compelling answers, first directly answer the question. Then, offer a detailed example or story as proof. Finally, explicitly describe the relevance of that example to the specific role and the company's needs.

Use the maxim, "How someone does anything tells you how they do everything." Assess a candidate's preparation for the interview itself. Their research, note-taking, and follow-up are direct predictors of their future diligence and performance in the role.

When a recruiter or hiring manager reaches out, your first discovery question should be, "What was it about my profile that led you to want to book time with me?" Their answer reveals the specific problem they think you can solve, allowing you to immediately focus your narrative on their highest-priority need.

Instead of guessing a nominating committee's priorities, ask them directly. A powerful question is, "What was it about my background that made you want to interview me?" Their answer provides a cheat sheet to their key criteria, allowing you to tailor your responses to what they truly value.

Ditch standard FANG interview questions. Instead, ask candidates to describe a messy but valuable project they shipped. The best candidates will tell an authentic, automatic story with personal anecdotes. Their fluency and detail reveal true experience, whereas hesitation or generic answers expose a lack of depth.

To assess a candidate's true character and values, move beyond standard interview questions. Use unexpected, personal prompts like "What's something your parents taught you?" or "What was your first job?" These questions reveal foundational lessons, resilience, and personal drive, which are hard to gauge otherwise.