One prioritised prep pack, built from 180 real questions, for either side of the table.
Job title, seniority and interview stage → your pack, updating live as you type.
30 seconds to set up · no account · nothing leaves your browser
Prioritised questions, by competency
Nothing to prioritise yet
Add a job title above
The pack still includes universal behavioural, stage and closing questions with no title at all — add one to unlock role-specific depth.
The STAR scaffold — your top 5
The five behavioural questions most likely to come up, ranked for your inputs. Fill in a real Situation, Task, Action and Result for each — the blanks are exported with your answers when you copy or print.
Questions to ask them
Matched to this stage. Chosen to reveal how the team actually works — not the safe, flattering questions that get a rehearsed answer back.
How this pack is built
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Match your job title to a role family
Your title is matched against 12 role families (software engineer, product manager, marketing manager, sales rep, data analyst, designer, project manager, accountant, nurse, teacher, customer success, operations manager) using common title variants. No match still gets you a full pack — universal, stage and closing questions — plus a note explaining why role-specific depth is missing.
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Filter by seniority, stage and company type
Each question in the library is tagged with the seniority and interview stage it typically appears at. Company type applies a small weighting boost to the competencies that type of employer tends to probe harder — ownership at a startup, process at an enterprise, integrity in the public sector.
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Score, then group by competency
Every eligible question gets a score from its base frequency, role match, seniority fit, stage fit and company-type boost. The pack groups the highest-scoring questions by the competency they probe and orders competencies by total score — most likely first, not alphabetical.
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Surface the five best STAR candidates
From the questions shaped for a Situation/Task/Action/Result answer, the five highest-scoring for your exact inputs get their own fillable scaffold, and the twenty "ask them" questions are filtered to the ones that suit your chosen stage.
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Nothing leaves your browser
The whole thing is one JavaScript file evaluating a static question library. The "copy result link" button encodes every input in the URL's query string — nothing is sent to a server, because there is no server involved.
Sources and honesty
- Structured interviews outperform unstructured ones. Schmidt, F.L. & Hunter, J.E. (1998), "The Validity and Utility of Selection Methods in Personnel Psychology," Psychological Bulletin, 124(2) — a meta-analysis of 85 years of selection research found structured interviews reach an operational validity of r = .51 for predicting job performance, tied with general mental ability tests as the strongest of 19 procedures studied, against r = .38 for unstructured interviews. Schmidt, Oh & Shaffer's 2016 meta-analytic re-analysis reaffirmed the ranking.
- STAR's origin, and its limit. The behavioural-example format descends from Flanagan, J.C. (1954), "The Critical Incident Technique," Psychological Bulletin, 51(4) — asking for one real past incident rather than a hypothetical, because specific past behaviour predicts future behaviour better than a stated preference. The "STAR" acronym itself has no single canonical author; it entered mainstream HR practice through behavioural-interviewing training in the 1990s and 2000s. Its real limit: an over-rehearsed STAR answer reads as scripted under a genuine follow-up question, which is exactly what trained interviewers are taught to probe for.
- Interview processes run long, and vary a lot. SHRM's "Recruiter Nation Report" (2023) put the average time-to-fill across surveyed US employers at roughly 47.5 days — treat this as evidence that most processes span several weeks across multiple stages, not as a number to plan a specific job search around, since it varies enormously by industry, seniority and country.
This tool is a preparation aid built from a curated question library — it is not a prediction of what a specific company or interviewer will ask, and it has no access to any real job posting or interview record. Rehearsing an answer verbatim reads worse under a genuine follow-up question than preparing the underlying story well enough to tell it in your own words, differently, each time.
Questions people ask before an interview
What are the most common interview questions?
Most interviews open with a handful of predictable questions — "tell me about yourself", "why this role", and a request for one specific past example, usually a conflict or a failure. Across the roughly 180 questions in this tool's library, a small set of behavioural themes — self-awareness, motivation, conflict-resolution — appears at almost every stage and every seniority level, which is why they're worth over-preparing relative to anything role-specific.
How do I answer "tell me about yourself"?
Build a 60–90 second arc, not a full career recap: where you started, the thread connecting your roles, and why you're sitting in this specific interview now. Interviewers are testing whether you can summarise your own trajectory with judgement about what's relevant, not whether you can recite your resume in order. End on the role you're applying for, so the story visibly arrives somewhere.
What questions should I ask the interviewer?
Ask questions that would actually change your decision, not ones that flatter the interviewer — how the last person in the role left, what the team's workload looks like right now, or what success looks like in the first 90 days. Avoid "what's the culture like", which rarely gets an honest answer. This tool's "questions to ask them" section holds 20 of these, matched to the interview stage you're at.
How do I answer "what's your biggest weakness"?
Name a real, non-fatal weakness and the concrete step you're actively taking to manage it — not a disguised strength like "I work too hard". Interviewers are testing self-awareness and whether feedback changes your behaviour, not searching for a disqualifying flaw. A weakness with a specific correction attached reads as more credible than one with none, because it shows the gap is already being managed.
How should I prepare for a behavioural interview?
Prepare five to seven real stories — not scripted answers — covering a conflict, a failure, a time you took initiative, and a time you influenced someone without authority, then structure each with Situation, Task, Action and Result. Structured interviews with consistent, evidence-based questions predict job performance meaningfully better than unstructured conversation (Schmidt & Hunter, 1998), so assume the interviewer is working from a real rubric, not a vibe.
Common follow-ups
Does anything I type into this tool get sent anywhere?
No. This is a single JavaScript file running in your browser — there is no server call, no account and no storage. The "copy result link" button encodes your inputs in the URL itself, so treat that link the way you'd treat the information in it.
Will an interviewer really ask me these exact questions?
No — this is a curated prep library built from common interviewing patterns, not a leak or a prediction of what any specific company will ask. Treat it as a rehearsal aid for the underlying stories you'll draw on, not a script to recite word for word.
Is memorising word-for-word answers a good idea?
No. A memorised script usually cracks under one ordinary follow-up question — "what did you actually say to them?" — because trained interviewers are taught to probe past a smooth answer for specific, verifiable detail. Prepare the story well enough to tell it in different words each time, not the sentences themselves.
What if my job title isn't in the library?
The tool matches common title variants — "SWE", "AE", "CSM", "ops manager" and similar — to 12 role families. If nothing matches, you still get the full universal, stage-matched and closing question sets, plus a note explaining that role-specific depth wasn't available, rather than a blank pack.
Can I use this if I'm the one interviewing, not the candidate?
Yes — set the toggle to "I'm interviewing someone" and the same library reframes around what to listen for in an answer and how to follow up when it stays vague, with a markdown export shaped as an interview guide rather than a prep pack.
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