Six tech recruiters share their tips for landing the job
The inside scoop on what really gets candidates over the line
Make no mistake: interviewing for a new job — especially one you really want — can be scary business. It’s also overwhelming, with plenty of conflicting advice about how to stand out in a sea of competitive candidates and nab the coveted offer letter. Peeling back the curtain on the process is our North American talent experience team, the ones sitting on the other side of that table. They’re here today to dish out a big plate of their best, no-BS interview tips for landing the gig.
Master the art of the ‘phone impression’
“During a phone interview, bring your quintessential energy. In my opinion, this is probably the difference between you moving to the next round or not. The interviewer cannot see your body language or gestures over the phone, so your energy really does set the tone for the call. This is why it’s imperative that you don’t sound distracted, disinterested or sluggish. On the flip side, you also don’t want to come across as too eager as sometimes it can give the impression that you’re desperate. Find the middle ground, be genuine, and let your personality shine through.
Do your research and be prepared. I can’t stress this enough. You would be surprised by how many candidates have no clue about what the company they applied for does, or even the role they applied for. Always be prepared and do your homework. Prior to the interview, check the company’s website, LinkedIn page, and any other social media accounts. This will also allow you to get a sense of their culture and see if it’s one that aligns with your own personal values.
Don’t memorize your resume. Please don’t read off of your resume — it really slows the flow of the conversation, and we can tell you’re doing it. Instead, when asked to talk about your previous work, highlight the milestones and goals that you’ve hit, what impact it had on the company, how you contributed and what your key learnings were.
Be truthful. Always tell the truth. Don’t be afraid of questions like ‘what is your biggest weakness?’, or ‘why did you leave your last role after so little time?’. As much as you want to bend the truth, being honest illustrates a lot about your character and shows that you are self-aware and can take ownership of your mistakes. Companies value honesty, and telling the truth can be the difference between you getting hired and going with another candidate. If it makes you more comfortable, practice by writing down your answers to these tricky questions and keeping them on-hand if you do need them. If it’s a phone interview, no-one can tell that you have a cheat sheet in front of you.”
Nit Karuna, Talent Business Partner
Be utterly, falteringly authentic
“One of Xero’s core values as a company is #human, which means to be authentic and vulnerable. We understand that the interview process can be intimidating at times, but there really is zero (no pun intended!) pressure to have a perfect answer for every question. When I have a conversation with you, I’m interested in hearing about how you got to where you are today and what you are looking for in your future. We want to see if Xero can give you those opportunities, and the best way to do that is for you to be yourself.”
Vikram Mitter, Talent Specialist
There’s value in your values
“During interviews, we’ll often ask ‘why Xero?’ or ‘why this role?’, and I love these questions because they allow me to give you the floor on why Xero aligns with you, and why this specific role is appealing. It’s more than just an opportunity for us to see if you’ve done your research — we can better understand what matters to you in both your personal and professional development, and make sure we clearly articulate how we can enable that.
Maybe you’re keen to challenge yourself with a technical project, or have your sights set on leadership? Maybe you have young kids and want to be able to do interesting work, but remotely? Perhaps you want to champion a diversity cause you care about, with the support, tools and resources to actually action meaningful change in a very real way? Tell us, because we can help you.
I also want to know why you think the role would be a great next step in your career, with examples on how you would be successful. There are no perfect answers to this question, but I would encourage all candidates to look into our values and be unafraid to be honest in your answer. Really think about whether Xero truly aligns with where you’re looking to take the next step.”
Tionne Webb, Talent Specialist
Do not fake it, you won’t make it
“One of the biggest tips I like to give candidates is the simple truth that it’s okay to say ‘I do not know’. Most of the time, people think they need an answer to every question — it’s not true. Here’s the thing: the point of every interview, regardless of the seniority level, is to understand what you can handle and where the training and development can begin.
When candidates don’t know an answer and start to guess or lie in an effort to impress the interviewers, they actually end up doing the opposite. What usually happens is they ramble, lose their train of thought, struggle to string concepts together, and this frustration can seep into how they communicate the things they do know. So, instead, when an interviewer asks a difficult question that you’re not confident enough to answer, simply say that and ask for clarification back. This shows the interviewer that you are honest, humble, and have a curiosity to learn.”
Sam Grimmer, Talent Specialist
It’s question time
“When we ask you what questions you have for us, we aren’t trying to trick you. We simply want you to get the information that you really need on the role, the company and the team. Try and avoid asking questions that can easily be Googled, like how we started, or how long we’ve been in operation. You don’t need to make them PG, either.
We like tricky questions about how we advocate for mental wellbeing, and how we remove barriers for people of color and women to reach leadership positions, and what we’re doing to accommodate the different ways in which people work the best. Help us understand what matters to you by revealing your natural curiosity — it will pay dividends for your success in the process. One more thing, too: we share notes. If you ask the same three questions in every single interview, we’ll know, so mix them up.”
Lauren Waters, Talent Experience Manager
Be gracious
“Everyone in the business world has completed an interview at some point in their career, and we’re all familiar with the nerves that come with waiting to hear back after one. It’s the absolute worst, especially if you’re impatient like me — the unknown can send your stomach into knots. Off the back of that, my recommendation is to ask the question of what the next steps are during the interview, so you’re not anxiously waiting for follow-up, and the hiring team has a chance to set expectations in the moment.
If you do send a follow-up email thanking the hiring manager for their time (which is also good practice), you can ask the recruiter to forward along your communications to the interview panel. You might like to use this email as a way to reinforce your interest in the job and company, add a personal touch based on your conversations and offer to answer any lingering questions. This way, you’ll know that this sentiment is being shown to the right people. If you’re nervous or want to check-in, simply reach out. We’re here to make the process as easy as possible for you.”
Courtney Hanchey, TX Specialist
Xero is hiring for a number of great roles across design, engineering and data. If you’re interested in joining us, let us know and we’ll be in touch: bit.ly/2ZWppTU
