and are prioritizing [objective]. That suggests this role should support [priority]. In my first 60 days I would focus on [short tactical action] to deliver [measurable outcome]. For example, in a similar situation I [brief evidence of impact].”\n\n### Role-focused template\n\n“The job description emphasizes [responsibility A] and [responsibility B]. That implies success will be measured by [key metric]. I would start by aligning with stakeholders on immediate priorities and implement [specific approach] to move that metric by X% over the first quarter.”\n\n### Industry-focused template\n\n“The industry is seeing [trend], which affects companies like yours through [impact]. To respond, I would recommend focusing on [strategy], testing it with a pilot, and measuring outcomes using [metric]. My prior experience implementing [tactic] resulted in [quantified result], which is why I’d prioritize that here.”\n\nPractice each template with role-specific data and a one-sentence example of what you did previously that is relevant.\n\n## Preparing For Variations And Curveball Questions\n\n### When the question is purposely vague\n\nSometimes interviewers intentionally leave the question open to see how you interpret ambiguity. In those moments, briefly clarify your focus: “Do you mean the company overall, or this specific product line?” If they prefer you choose, state which lens you’ll use and proceed: “I’ll focus on the product line, because it most directly ties to this role.”\n\n### When they test depth with a follow-up\n\nIf the interviewer asks you to expand, have a prioritized list of discussion points you can speak about in detail—customer segments, revenue model, operational bottlenecks. Lead with the most impactful point and offer two supporting sub-points.\n\n### Handling technical or highly specific demands\n\nIf the interviewer probes technical specifics you can’t confidently address, acknowledge limits and show how you’ll acquire the knowledge: “I haven’t worked with that exact stack, but I’ve led teams that adopted new frameworks and my first step would be X, Y, Z to get the team productive quickly.”\n\n## Common Mistakes and How to Avoid Them\n\n### Mistake: Repeating the job description\n\nRepeating the job description back to the interviewer without added insight signals surface-level preparation. Instead, interpret the description and state the implications for the role.\n\n### Mistake: Overloading on company history\n\nLong recitations of company history are often irrelevant. Focus on current initiatives and future priorities. Historical facts are useful only when they explain present strategy.\n\n### Mistake: Using vague platitudes\n\nStatements like “I love innovation” or “I’m passionate about growth” tell interviewers nothing. Replace platitudes with specific behaviors and outcomes that illustrate your point.\n\n### Mistake: Failing to connect to measurable impact\n\nEvery insight you offer should close with a measure or outcome. If you can’t quantify, describe the leading indicator you would track.\n\n## A Practical 30/60/90 Approach To Demonstrating Fit\n\nWhen you want to show tactical thinking in an interview, a concise 30/60/90 plan can be persuasive. Keep it short: three priorities, one per phase, each tied to an early outcome.\n\nUse this simple plan during the interview to illustrate how you would ramp into the role and deliver early wins. Keep the plan anchored in company constraints and role expectations.\n\n1. 30 days: Listen, align, and deliver a small validation that proves your understanding.\n2. 60 days: Implement a pilot or process improvement that addresses a priority.\n3. 90 days: Scale the pilot to achieve a measurable business outcome.\n\nYou can present this plan verbally as part of your Contribution statement to demonstrate both speed and strategic alignment.\n\n## Communication and Presence: Delivering Your Answer Confidently\n\n### Vocal tone and pacing\n\nSpeak deliberately. Saying your insight with calm confidence matters more than the number of facts you recite. Pause briefly after each major point to allow the interviewer to follow your logic.\n\n### Body language and eye contact\n\nAlign body language with the level of the role. In senior interviews, a composed and measured presence communicates command and readiness. For remote interviews, ensure your camera framing and background are professional and uncluttered.\n\n### Practicing without sounding rehearsed\n\nRehearse using prompts rather than scripted paragraphs. Practice with a coach, colleague, or mirror and aim to deliver the three-part structure in a conversational tone.\n\nIf you want guided rehearsal that simulates interviews and gives corrective feedback, consider the benefits of a focused, self-paced program designed to build career confidence—my [structured career confidence course](https://www.inspireambitions.com/courses/career-confidence-blueprint/) is built to help professionals practice high-value interview moves and build muscle memory for strategic answers.\n\n## Tools, Templates, and Resources\n\nYou don’t need expensive preparation—smart tools and templates make practice efficient. Keep a one-page research brief for each company and a reusable script template for each question type. If you prefer plug-and-play tools, download a set of free templates you can adapt for your next interview, including a one-page company brief and a 30/60/90 plan you can customize: access the [free resume and cover letter templates](https://www.inspireambitions.com/free-career-templates/) to pair with your brief and ensure consistency across your application materials.\n\nPractical resources should be consistent: the same language you use to describe your impact on your resume should appear in your interview brief and your verbal answers.\n\n## Coaching and Structured Practice\n\n### When to seek one-on-one coaching\n\nIf you’re moving to a new country, pivoting industries, or interviewing for a senior role, targeted coaching accelerates results. Coaching helps you anticipate the right questions, craft tailored answers, and rehearse with feedback loops that replicate pressure. Book sessions focused on the single question you find most challenging, and use role-playing to build fluency.\n\nIf you want hands-on support that integrates career strategy with relocation planning and interview readiness, [schedule a one-on-one coaching session](https://www.inspireambitions.com/contact-kim-hanks/) and we’ll map a practical, time-bound plan that fits your timeline.\n\n### Self-paced programs that deliver structure\n\nFor professionals who prefer independent learning, structured programs can provide frameworks, rehearsal scripts, and practice exercises. The right course blends interview technique with confidence building and role-specific case work. My self-paced [structured career confidence course](https://www.inspireambitions.com/courses/career-confidence-blueprint/) is designed to help professionals build repeatable interview routines and articulate strategic contributions under pressure.\n\n## Practice Routine: A Two-Week Sprint To Master This Question\n\nDesign a simple practice sprint that builds both knowledge and delivery.\n\nWeek 1: Research and drafting\n- Create a one-page company brief and extract three priority insights.\n- Draft your Context–Insight–Contribution answer for the role.\n- Record yourself answering and review for clarity and pacing.\n\nWeek 2: Polishing and stress testing\n- Practice with a mock interviewer or coach and solicit specific feedback on logic and presence.\n- Add market or global context if the role has international elements.\n- Final rehearsal: deliver your answer in 90–120 seconds, with one supporting example.\n\nTo support this routine, pair your brief with a polished resume and cover letter that echo the language and results you will reference in the interview; you can use [free resume and cover letter templates](https://www.inspireambitions.com/free-career-templates/) to speed the alignment process.\n\n## Interview Day Checklist (A Quick Reference)\n\n- One-page company brief in your chosen format.\n- Three priority insights written as short bullet prompts.\n- A practiced 90–120 second Context–Insight–Contribution answer.\n- One brief example that follows STAR with a focus on result.\n- A clear 30/60/90 sketch tailored to the role.\n- Questions for the interviewer that demonstrate curiosity and knowledge.\n\nKeep this checklist as a mental prompt so your response stays tight and relevant.\n\n## When Offers Hinge On Perception: Closing The Competency Gap\n\n### If you’re less experienced in a required area\n\nDon’t invent experience. Instead, show a learning plan and adjacent evidence. If a role requires international compliance experience you lack, say: “I haven’t led a compliance program in that market, but I designed parallel controls in another context. My immediate plan would be X, and within 30–60 days I’d validate with Y. I’ve built similar plans that resulted in Z.”\n\nThis approach addresses perceived risk and shows you have a practical pathway to competence.\n\n### Reframing non-linear backgrounds\n\nFor global professionals who’ve had non-linear careers, highlight transferable skills and cross-cultural outcomes. Demonstrate how your varied experiences can accelerate learning in the new role. Emphasize patterns of learning and rapid impact rather than chronological resume points.\n\nIf you want help aligning a complex career narrative to a clear interview story, you can [book a free discovery call](https://www.inspireambitions.com/contact-kim-hanks/) to map your narrative and practice delivery.\n\n## Summary Frameworks and Key Takeaways\n\n### The always-applicable answer framework\n\nContext → Insight → Contribution. Use it consistently across company, role, and industry “what do you know” questions.\n\n- Context: 2–3 concise facts that prove research.\n- Insight: One clear interpretation that identifies a priority or risk.\n- Contribution: A specific, early action tied to a measurable outcome.\n\n### Keep research pragmatic\n\nTimebox your research and focus on what will change the hiring manager’s perception of your readiness. Two to three high-value facts per tier (company, role, context) are enough to be persuasive.\n\n### Practice deliberately\n\nUse recorded practice, mock interviews, and feedback. Pair your verbal answers with written materials (briefs, 30/60/90 plans, and aligned application documents). If you want guided practice with structured feedback, my [structured career confidence course](https://www.inspireambitions.com/courses/career-confidence-blueprint/) offers modules that replicate live interview pressure and focus on outcome-based answers.\n\n## Conclusion\n\nAnswering “What do you know about…?” is an opportunity to demonstrate both preparation and strategic thinking. When you interpret the interviewer’s intent, research with purpose, and respond using the Context–Insight–Contribution framework, you transform facts into a compelling case for hire. Integrate global context if your ambitions include international mobility, practice deliberately, and align your interview language with your resume and supporting materials.\n\nBook a free discovery call to build your personalized roadmap to interview readiness and international career growth: [Book a free discovery call](https://www.inspireambitions.com/contact-kim-hanks/).\n\n## FAQ\n\n### How long should my answer be when asked “What do you know about the company?”\nKeep it concise: aim for 90–120 seconds. State two to three high-value facts, offer one insight about their priority or risk, and finish with one action you’d take in the role.\n\n### What’s the single most important thing to include in my response?\nTie the knowledge you present to a measurable contribution. Interviewers hire for impact—show how your understanding leads to a specific, early outcome.\n\n### How do I prepare for this question for companies in a different country?\nResearch local market dynamics, regulatory requirements, and cultural considerations, then include one or two localized insights in your answer. Demonstrate readiness to adapt processes or stakeholder engagement styles for that market.\n\n### Can I use notes during the interview?\nYes—brief notes or a one-page company brief are acceptable in many interviews, especially virtual ones. Use them as prompts only; your answer should remain natural and conversational. If you want help building a concise, effective brief, download practical templates and align your materials with your interview strategy using the [free resume and cover letter templates](https://www.inspireambitions.com/free-career-templates/).", "author": { "@type": "Person", "name": "Inspire Ambitions" }, "publisher": { "@type": "Organization", "name": "Inspire Ambitions" }, "datePublished": "2025-10-05T13:55:07.837Z", "dateModified": "2025-10-05T13:55:07.837Z" }

Table of Contents

1. Introduction
2. Why Interviewers Ask “What Do You Know About…?”
3. Preparing Efficiently: Research That Converts
4. Crafting Answers That Move The Conversation Forward
5. Applying Behavioral Frameworks Without Sounding Scripted
6. Tailoring Answers for Global Mobility and Expat Roles
7. Turning Research Into an Interview Toolbox
8. Practice Scripts: Concrete Answer Templates
9. Preparing For Variations And Curveball Questions
10. Common Mistakes and How to Avoid Them
11. A Practical 30/60/90 Approach To Demonstrating Fit
12. Communication and Presence: Delivering Your Answer Confidently
13. Tools, Templates, and Resources
14. Coaching and Structured Practice
15. Practice Routine: A Two-Week Sprint To Master This Question
16. Interview Day Checklist (A Quick Reference)
17. When Offers Hinge On Perception: Closing The Competency Gap
18. Summary Frameworks and Key Takeaways
19. Conclusion
20. FAQ

Introduction

Many talented professionals freeze when an interviewer asks, “What do you know about…?” Whether the question targets the company, the role, the industry, or a process, your answer reveals far more than facts. Hiring managers are listening for commercial awareness, cultural fit, motivation, and the ability to translate research into real contribution. For ambitious professionals who balance career growth with international mobility, this question is a moment to demonstrate strategic thinking and global perspective.

Short answer: The “what do you know about” job interview question assesses how well you’ve prepared, how deeply you understand the company’s challenges and opportunities, and how clearly you can connect that knowledge to measurable value. Answer with focused facts, priority insights, and a short, actionable example of how your skills will move the business forward.

This article walks you through why interviewers ask this question, how to prepare with purpose, and exactly how to structure answers that convert preparation into offers. You’ll get frameworks I use as an HR and L&D specialist and career coach, practical scripts you can adapt, and a clear roadmap for integrating global context when your ambitions include relocation or international roles. If you prefer live, personalized practice, you can book a free discovery call to create a targeted practice plan tailored to the role and geography you’re pursuing.

My goal is to give you a repeatable process: interpret the interviewer’s intent, research efficiently, craft an answer that connects knowledge to outcomes, and practice until the response is natural and persuasive. This is the hybrid approach I teach at Inspire Ambitions—combining career strategy with the realities of global living so your next move advances both your professional goals and international ambitions.

Why Interviewers Ask “What Do You Know About…?”

The interviewer’s perspective

When interviewers ask what you know about the company, role, or sector, they’re assessing several things at once. First, basic diligence: did you do the work to prepare? Beyond that, they’re evaluating strategic thinking—can you identify priorities the company faces? Cultural fit is another layer; your response can show whether your values and preferred way of working align with the organization. For hiring managers focused on outcomes, the most important signal is whether your knowledge translates into ideas for impact.

An interviewer might also be testing candor and humility. Candidates who overclaim or offer shallow facts without connecting them to business implications create doubt. A confident answer demonstrates depth, relevance, and an understanding of how the role contributes to organizational goals.

Types of “What Do You Know About…” questions

Not every “what do you know” question is the same. Treat them differently:

• Company-focused: “What do you know about our company?” asks for research on mission, product lines, market position, and recent news.
• Role-focused: “What do you know about this role?” expects awareness of responsibilities, KPIs, and necessary stakeholders.
• Industry-focused: “What do you know about the industry?” gauges commercial awareness, trends, and risks.
• Process or product-focused: “What do you know about our product/feature/process?” needs technical or functional context paired with user or customer impact.

Understanding which category you’re facing determines how much depth and which areas to emphasize.

What they’re not testing

This question isn’t a trivia contest. Interviewers rarely expect encyclopedic knowledge. They’re testing practical, usable understanding. If you rattle off product history or financials without linking them to how you’d help, you miss the point. The goal is relevance: show that what you know informs what you will do next.

Preparing Efficiently: Research That Converts

Start with a focused research plan

Successful preparation is targeted, not exhaustive. Use a three-tier model: Company, Role, and Context. For each tier, identify the top three facts or insights that matter to the hiring decision.

Company: mission, current initiatives or product launches, and top strategic challenge (e.g., scaling in new markets, product differentiation, or regulatory change).

Role: primary responsibilities, key stakeholders, and the top metric by which success will be judged.

Context: competitors, macro trends affecting the business, and any regulatory or cultural considerations in the markets relevant to the role.

This triage keeps your preparation pragmatic and ensures your answer goes beyond surface facts.

Sources that deliver high-value intelligence

Not all research sources are equal. Prioritize material that helps you form opinions and propose actions.

• Company website: mission, product pages, leadership bios, annual or investor reports where available.
• Recent news and press releases: product launches, partnerships, or leadership moves.
• LinkedIn: profiles of the hiring team, employee posts, and company updates reveal tone and priorities.
• Industry publications and analyst commentary: high-level trends and market shifts.
• Employee reviews and Glassdoor: culture signals and common operational pain points (use cautiously and constructively).
• Job description and related internal postings: responsibilities, required skills, and language that indicates priorities.

Document two to three bullet points from each source and write one sentence on why each point matters to the role.

Timeboxing your research

Treat preparation like a project with time limits. For standard interviews, allow 2–4 hours of focused research spread over two or three sessions. For senior or specialized roles, extend to 6–10 hours and include expert sources. Timeboxing prevents paralysis by information and forces you to prioritize what matters to hiring decision-makers.

Crafting Answers That Move The Conversation Forward

A simple, repeatable structure

Use a clear structure so your answer is easy to follow and persuasive. I recommend a three-part structure I teach in coaching sessions: Context, Insight, Contribution.

• Context: Two or three succinct facts that show you did the research.
• Insight: A short interpretation that identifies a priority or challenge.
• Contribution: A concise statement of what you would do and the measurable outcome you’d pursue.

This structure allows you to demonstrate knowledge and immediately link it to action—exactly what interviewers want.

Example structure (paraphrased as a template):
Start with a brief statement: “From my research, I know X, Y, and Z.” Follow with insight: “Those points suggest this role needs to focus on A.” Finish with contribution: “I would prioritize B in the first 90 days so the team achieves C.”

Tactics for clarity and impact

Open strong. Begin with an attention-grabbing insight rather than a list. If you say, “I know you recently expanded into Latin America,” follow quickly with why that matters: “That expansion usually requires localized go-to-market plans and cross-functional alignment, which is where I’d focus.”

Quantify when possible. Numbers make your contribution concrete. If you can reference market size, growth rates, or a KPI goal implied by the job description, integrate it.

Avoid buzzword dumping. Using jargon doesn’t prove understanding; it creates noise. Show clear logic: fact → implication → action.

Handling knowledge gaps honestly

If you do not know something, acknowledge it, then pivot to where you have insight. For example, “I haven’t found detailed public information about X, but based on the company’s expansion pattern and my experience in similar markets, I suspect Y—and here’s how I would validate that quickly.”

This approach demonstrates intellectual honesty, structured thinking, and a plan to close unknowns.

Applying Behavioral Frameworks Without Sounding Scripted

Use STAR selectively, but lead with impact

Behavioral frameworks like STAR (Situation, Task, Action, Result) are useful for storytelling, but when answering a “what do you know” question, lead with impact. Begin with your insight or proposed action, then support it with a brief example using STAR if you need to demonstrate precedent.

For example: Start with your proposed priority for the role, then add “I’ve done similar work in the past: [brief STAR example].” That juxtaposition shows both strategic thinking and evidence of execution.

Convert knowledge into a short case study

Turn your answer into a micro case study: state the business problem you see, outline a practical approach in two steps, and share a concise result you would aim for in the short term. This format is particularly effective for senior roles where interviewers want to see consultative thinking.

Tailoring Answers for Global Mobility and Expat Roles

Demonstrating market and cultural awareness

If your next move involves relocation or work with international teams, add a layer of market or cultural context. Interviewers need assurance you understand local customer behavior, legal or regulatory constraints, and cross-cultural communication needs. Integrate one or two concrete observations into the Context and Insight parts of your response.

For example, instead of simply noting a geographic expansion, highlight the operational implication: “Expanding into Singapore means different data privacy rules and partner ecosystems, which suggests a prioritized partner strategy and localized onboarding.”

Show readiness to operate across time zones and legal frameworks

Practical readiness matters. Convey how you will handle distributed teams, asynchronous workflows, or compliance issues by referencing processes or tools you’ve used successfully (e.g., cadence for stakeholder syncs, translation/localization workflows). If you need coaching on preparing to move or how to position your international experience, schedule a one-on-one coaching session for a tailored plan.

Turning Research Into an Interview Toolbox

The three conversational moves that keep you in control

Inside the interview, you can use three conversational moves to steer the dialogue:

1. State a research-based observation (brief).
2. Offer an insight that creates a problem-to-solve dynamic.
3. Propose a next step or experimental approach that invites collaboration.

This pattern positions you as a contributor, not a commentator.

Common phrases that land well (and why they work)

Use language that shows curiosity and actionability. Phrases like “one priority would be…,” “an early validation I’d run is…,” and “I’d partner with X to ensure…” all signal practical thinking. Avoid passive descriptions that leave the interviewer asking “so what?”

Integrating evidence: what to bring to the interview

Bring two or three brief notes on a single page—key facts, one insight, and your proposed first action. Use the notes as prompts, not a script. If an interviewer asks for specifics, you’ll have crisp support without rambling.

Practice Scripts: Concrete Answer Templates

Below are adaptable response templates for different “what do you know” scenarios. Use them to rehearse, then personalize with role-specific facts.

Company-focused template

“From my research, I know you’ve recently launched

and are prioritizing [objective]. That suggests this role should support [priority]. In my first 60 days I would focus on [short tactical action] to deliver [measurable outcome]. For example, in a similar situation I [brief evidence of impact].”

Role-focused template

“The job description emphasizes [responsibility A] and [responsibility B]. That implies success will be measured by [key metric]. I would start by aligning with stakeholders on immediate priorities and implement [specific approach] to move that metric by X% over the first quarter.”

Industry-focused template

“The industry is seeing [trend], which affects companies like yours through [impact]. To respond, I would recommend focusing on [strategy], testing it with a pilot, and measuring outcomes using [metric]. My prior experience implementing [tactic] resulted in [quantified result], which is why I’d prioritize that here.”

Practice each template with role-specific data and a one-sentence example of what you did previously that is relevant.

Preparing For Variations And Curveball Questions

When the question is purposely vague

Sometimes interviewers intentionally leave the question open to see how you interpret ambiguity. In those moments, briefly clarify your focus: “Do you mean the company overall, or this specific product line?” If they prefer you choose, state which lens you’ll use and proceed: “I’ll focus on the product line, because it most directly ties to this role.”

When they test depth with a follow-up

If the interviewer asks you to expand, have a prioritized list of discussion points you can speak about in detail—customer segments, revenue model, operational bottlenecks. Lead with the most impactful point and offer two supporting sub-points.

Handling technical or highly specific demands

If the interviewer probes technical specifics you can’t confidently address, acknowledge limits and show how you’ll acquire the knowledge: “I haven’t worked with that exact stack, but I’ve led teams that adopted new frameworks and my first step would be X, Y, Z to get the team productive quickly.”

Common Mistakes and How to Avoid Them

Mistake: Repeating the job description

Repeating the job description back to the interviewer without added insight signals surface-level preparation. Instead, interpret the description and state the implications for the role.

Mistake: Overloading on company history

Long recitations of company history are often irrelevant. Focus on current initiatives and future priorities. Historical facts are useful only when they explain present strategy.

Mistake: Using vague platitudes

Statements like “I love innovation” or “I’m passionate about growth” tell interviewers nothing. Replace platitudes with specific behaviors and outcomes that illustrate your point.

Mistake: Failing to connect to measurable impact

Every insight you offer should close with a measure or outcome. If you can’t quantify, describe the leading indicator you would track.

A Practical 30/60/90 Approach To Demonstrating Fit

When you want to show tactical thinking in an interview, a concise 30/60/90 plan can be persuasive. Keep it short: three priorities, one per phase, each tied to an early outcome.

Use this simple plan during the interview to illustrate how you would ramp into the role and deliver early wins. Keep the plan anchored in company constraints and role expectations.

1. 30 days: Listen, align, and deliver a small validation that proves your understanding.
2. 60 days: Implement a pilot or process improvement that addresses a priority.
3. 90 days: Scale the pilot to achieve a measurable business outcome.

You can present this plan verbally as part of your Contribution statement to demonstrate both speed and strategic alignment.

Communication and Presence: Delivering Your Answer Confidently

Vocal tone and pacing

Speak deliberately. Saying your insight with calm confidence matters more than the number of facts you recite. Pause briefly after each major point to allow the interviewer to follow your logic.

Body language and eye contact

Align body language with the level of the role. In senior interviews, a composed and measured presence communicates command and readiness. For remote interviews, ensure your camera framing and background are professional and uncluttered.

Practicing without sounding rehearsed

Rehearse using prompts rather than scripted paragraphs. Practice with a coach, colleague, or mirror and aim to deliver the three-part structure in a conversational tone.

If you want guided rehearsal that simulates interviews and gives corrective feedback, consider the benefits of a focused, self-paced program designed to build career confidence—my structured career confidence course is built to help professionals practice high-value interview moves and build muscle memory for strategic answers.

Tools, Templates, and Resources

You don’t need expensive preparation—smart tools and templates make practice efficient. Keep a one-page research brief for each company and a reusable script template for each question type. If you prefer plug-and-play tools, download a set of free templates you can adapt for your next interview, including a one-page company brief and a 30/60/90 plan you can customize: access the free resume and cover letter templates to pair with your brief and ensure consistency across your application materials.

Practical resources should be consistent: the same language you use to describe your impact on your resume should appear in your interview brief and your verbal answers.

Coaching and Structured Practice

When to seek one-on-one coaching

If you’re moving to a new country, pivoting industries, or interviewing for a senior role, targeted coaching accelerates results. Coaching helps you anticipate the right questions, craft tailored answers, and rehearse with feedback loops that replicate pressure. Book sessions focused on the single question you find most challenging, and use role-playing to build fluency.

If you want hands-on support that integrates career strategy with relocation planning and interview readiness, schedule a one-on-one coaching session and we’ll map a practical, time-bound plan that fits your timeline.

Self-paced programs that deliver structure

For professionals who prefer independent learning, structured programs can provide frameworks, rehearsal scripts, and practice exercises. The right course blends interview technique with confidence building and role-specific case work. My self-paced structured career confidence course is designed to help professionals build repeatable interview routines and articulate strategic contributions under pressure.

Practice Routine: A Two-Week Sprint To Master This Question

Design a simple practice sprint that builds both knowledge and delivery.

Week 1: Research and drafting

• Create a one-page company brief and extract three priority insights.
• Draft your Context–Insight–Contribution answer for the role.
• Record yourself answering and review for clarity and pacing.

Week 2: Polishing and stress testing

• Practice with a mock interviewer or coach and solicit specific feedback on logic and presence.
• Add market or global context if the role has international elements.
• Final rehearsal: deliver your answer in 90–120 seconds, with one supporting example.

To support this routine, pair your brief with a polished resume and cover letter that echo the language and results you will reference in the interview; you can use free resume and cover letter templates to speed the alignment process.

Interview Day Checklist (A Quick Reference)

• One-page company brief in your chosen format.
• Three priority insights written as short bullet prompts.
• A practiced 90–120 second Context–Insight–Contribution answer.
• One brief example that follows STAR with a focus on result.
• A clear 30/60/90 sketch tailored to the role.
• Questions for the interviewer that demonstrate curiosity and knowledge.

Keep this checklist as a mental prompt so your response stays tight and relevant.

When Offers Hinge On Perception: Closing The Competency Gap

If you’re less experienced in a required area

Don’t invent experience. Instead, show a learning plan and adjacent evidence. If a role requires international compliance experience you lack, say: “I haven’t led a compliance program in that market, but I designed parallel controls in another context. My immediate plan would be X, and within 30–60 days I’d validate with Y. I’ve built similar plans that resulted in Z.”

This approach addresses perceived risk and shows you have a practical pathway to competence.

Reframing non-linear backgrounds

For global professionals who’ve had non-linear careers, highlight transferable skills and cross-cultural outcomes. Demonstrate how your varied experiences can accelerate learning in the new role. Emphasize patterns of learning and rapid impact rather than chronological resume points.

If you want help aligning a complex career narrative to a clear interview story, you can book a free discovery call to map your narrative and practice delivery.

Summary Frameworks and Key Takeaways

The always-applicable answer framework

Context → Insight → Contribution. Use it consistently across company, role, and industry “what do you know” questions.

• Context: 2–3 concise facts that prove research.
• Insight: One clear interpretation that identifies a priority or risk.
• Contribution: A specific, early action tied to a measurable outcome.

Keep research pragmatic

Timebox your research and focus on what will change the hiring manager’s perception of your readiness. Two to three high-value facts per tier (company, role, context) are enough to be persuasive.

Practice deliberately

Use recorded practice, mock interviews, and feedback. Pair your verbal answers with written materials (briefs, 30/60/90 plans, and aligned application documents). If you want guided practice with structured feedback, my structured career confidence course offers modules that replicate live interview pressure and focus on outcome-based answers.

Conclusion

Answering “What do you know about…?” is an opportunity to demonstrate both preparation and strategic thinking. When you interpret the interviewer’s intent, research with purpose, and respond using the Context–Insight–Contribution framework, you transform facts into a compelling case for hire. Integrate global context if your ambitions include international mobility, practice deliberately, and align your interview language with your resume and supporting materials.

Book a free discovery call to build your personalized roadmap to interview readiness and international career growth: Book a free discovery call.

FAQ

How long should my answer be when asked “What do you know about the company?”

Keep it concise: aim for 90–120 seconds. State two to three high-value facts, offer one insight about their priority or risk, and finish with one action you’d take in the role.

What’s the single most important thing to include in my response?

Tie the knowledge you present to a measurable contribution. Interviewers hire for impact—show how your understanding leads to a specific, early outcome.

How do I prepare for this question for companies in a different country?

Research local market dynamics, regulatory requirements, and cultural considerations, then include one or two localized insights in your answer. Demonstrate readiness to adapt processes or stakeholder engagement styles for that market.

Can I use notes during the interview?

Yes—brief notes or a one-page company brief are acceptable in many interviews, especially virtual ones. Use them as prompts only; your answer should remain natural and conversational. If you want help building a concise, effective brief, download practical templates and align your materials with your interview strategy using the free resume and cover letter templates.