Candidates Are Interviewing You, Too

Candidates are coming into interviews with their eyes wide open. While they are focused on impressing you, they are also watching how you show up, how prepared your team is, how clearly you can explain the role, and how long it takes you to follow up. The interview isn’t just about whether they’re right for the job. It’s also about whether the job feels right to them.

First impressions work both ways! Hiring teams spend a great deal of time focused on candidate experience, but what does that actually mean in practice? It’s not just about being friendly or throwing in a “thanks for your time.” It’s about consistency, clarity, and care.

If a candidate has a great first conversation, but then doesn’t hear anything for two weeks, they’ll likely assume something is off. If interviewers contradict each other, can’t answer basic questions, or seem unsure what the role even is, candidates start filling in the gaps: "Is this team disorganized? Am I walking into chaos? Is this how communication always works here?" Silence sends a message, and usually not the one you want.

The strongest candidates don’t just want a job, they want alignment. Most job seekers are thinking more about the long game. They’re evaluating: "Will this team support me? Will I be respected here? Will my time and energy be valued?" They’re able to pick up on these answers long before you ever send an offer.

A strong process doesn’t require perfection, but you do need to be clear, responsive, and intentional. Be honest about timelines, communicate clearly about what you're looking for, create space for their questions, and follow through on what you say you’ll do. Those are the things that make people want to work with you.

For candidates: you're allowed to interview the company, too. If you’re a job seeker, it’s easy to slip into performance mode and forget that you’re evaluating the company just as much as they’re evaluating you. But this is your time, too! You’re allowed and encouraged to ask questions that help you understand the people, the culture, and the reality behind the role.

Here are a few questions to consider:

• “What would success in this role look like after six months?”

• “Can you tell me about a time the team faced a setback? How was it handled?”

• “What does feedback look like here?”

• “What’s something you’ve learned about the company since you joined?”

• “What’s the biggest challenge the person in this role will walk into?”

  
  

In the end, it’s really a two-way decision. The strongest matches happen when both sides are paying attention. So whether you’re hiring, or being interviewed: remember that everyone’s evaluating more than what’s on paper. Show up with clarity, ask good questions, and trust what you notice.

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