Who Does Job Interviews
Table of Contents
-
Introduction
-
Who Conducts Job Interviews: The Players and Their Priorities
-
What Each Interview Stage Is Trying to Discover
-
The Interviewer’s Lens: What They Value and Why That Matters to You
-
Preparation Framework: The Interview Roadmap I Use With Clients
-
How to Prepare for Specific Interview Types: Practical Tactics
-
Questions You Should Ask Interviewers (A Practical Set)
-
Common Mistakes Candidates Make and How to Avoid Them
-
How Interviewers’ Biases Affect Decisions — And What You Can Do
-
Negotiation and Offers When Mobility Is Involved
-
Post-Interview Follow-Through That Converts
-
Coaching, Practice, and the Confidence Factor
-
How to Present Your Global Mobility Story During Interviews
-
When to Ask for Help and How to Use Resources
-
Putting It All Together: A Sample Interview Week Workflow
-
Conclusion
-
FAQ
1. Introduction
Many ambitious professionals feel stuck because they don’t clearly understand who organises interviews, who evaluates them, and who ultimately decides whether they get the job. That confusion multiplies when you’re dealing with international mobility, remote roles or visa issues.
Clarity about who does job interviews is the foundation of a strategic approach: know the roles, tailor your preparation, ask the right questions and enter the process with confidence.
Short answer: Job interviews are conducted by a range of people across the hiring ecosystem — recruiters, hiring managers, technical specialists, HR representatives, peers and sometimes external agencies or panels. Each interviewer has a distinct purpose and influence on the outcome.
In this guide I explain who typically conducts interviews at each stage, what each interviewer is assessing, how to prepare specifically for them and how to align your mobility or relocation considerations into your strategy.
2. Who Conducts Job Interviews: The Players and Their Priorities
Recruiters / Talent Acquisition Specialists – often the first point of contact. They manage screening, logistics, fit and timeline.
What they assess: Basic role match, communication, visa/relocation readiness, red flags.
How to prepare: Be clear on your role-fit story, your availability, your mobility or relocation constraints, your compensation expectations.
Hiring Managers – the person you would report to. They have major influence and may make the final decision.
What they assess: Your ability to deliver results, leadership style or collaboration, cultural fit with the team.
How to prepare: Have impactful stories, a 30-60-90 day plan, early-wins ideas, clarity on role expectations.
Technical Interviewers / Subject Matter Experts – these focus on skill, domain knowledge, problem-solving.
What they assess: How you think, how you solve problems, your expertise in the role’s core tasks.
How to prepare: Practice technical problems, narrate your approach, show your reasoning.
Peers / Team Members – these assess how you will work day-to-day with the team.
What they assess: Collaboration, communication, reliability, team fit.
How to prepare: Prepare examples of teamwork, how you handled conflict, how you integrated in cross-functional teams.
HR / People Operations – focus on compliance, culture, compensation, benefits, mobility.
What they assess: Your alignment with values, your mobility or relocation needs, work-authorisation compatibility.
How to prepare: Be transparent about visa/relocation, ask about programs/support, be ready to discuss notice period, expectations.
Panels / Committees / Assessment Centres – larger organisations may use multi-interviewer formats or full-day assessments.
What they assess: Consistency of your responses across interviewers, cross-functional fit, endurance in the process.
How to prepare: Practice stamina, prepare varied examples, repeat core story themes.
Executives / Stakeholders – for senior roles, you may interview with C-suite or major stakeholders.
What they assess: Strategic thinking, leadership presence, ability to influence, long-term contribution.
How to prepare: Be ready to talk high-level, show business impact, speak to strategic priorities rather than tasks.
External Recruiters / Agencies – sometimes the first facilitator if the employer uses a third-party.
What they assess: Market fit, your expectations, how quickly you can be placed.
How to prepare: Be candid about your timeline and goals, treat them professionally, understand their role.
3. What Each Interview Stage Is Trying to Discover
Screening Stage (Recruiter) – validates your resume, logistics, basic fit, interest.
Key actions: Be concise, articulate your value, surface any relocation/visa issues early.
First Technical or Behavioral Interview – assesses your competency, approach, thinking.
Key actions: Use structured stories, highlight relevant successes, show how you work.
Culture & Fit Stage (Peers/HR) – checks how you integrate, your behaviours, how you’ll function in the team.
Key actions: Use examples of teamwork, adaptability, ask about team culture and practices.
Decision & Offer Stage – focuses on risk, logistics, mobility, compensation, timeline.
Key actions: Clarify relocation/visa timeline, negotiate thoughtfully, ensure terms are clear.
4. The Interviewer’s Lens: What They Value and Why That Matters to You
Recruiter lens – process efficiency & basic fit. They want candidates who will move through smoothly.
Hiring Manager lens – delivery & early value. They want you to solve problems quickly.
Technical lens – reasoning & method. They see your approach rather than just results.
Peer lens – team compatibility. They need to know you’ll fit daily collaboration.
HR lens – long-term fit & compliance. They check culture, mobility, policy alignment.
Understanding their lens means you can adapt your messaging to what they care about.
5. Preparation Framework: The Interview Roadmap I Use With Clients
-
Define target role & mobility constraints: job level, relocation, notice period, location.
-
Map stakeholders: recruiter, manager, tech panel, peers, HR.
-
Create STAR stories: build six – leadership, failure, collaboration, innovation, client success, international/cross-cultural.
-
Build a 30/60/90-day plan: early wins, measurable outcomes.
-
Practice mock interviews: phone/video screens, technical, panel.
-
Prepare materials: resume, references, portfolio, logistics.
-
Negotiation/follow-up plan: thank-you notes, mobility-related conditions, timelines.
-
Review & iterate: after each interview review what went well, what to adjust.
6. How to Prepare for Specific Interview Types: Practical Tactics
Phone/Video Screening (Recruiter): Prepare a one-line summary of yourself, surface relocation/work-authorisation upfront, ask timeline questions.
Technical/Case Interview: Speak aloud your reasoning, clarify assumptions, show process not just answer.
Behavioral Interview: Use STAR and end with learning/reflection. Provide quantified outcomes.
Panel Interview: Address each panelist, keep core story consistent, repeat key points optimally.
Executive Interview: Focus on strategy, high-level impact, how your role fits organisational goals.
Peer Interview: Show how you communicate, ask them about workflows, hand-offs, collaboration style.
7. Questions You Should Ask Interviewers (A Practical Set)
-
What are the most important outcomes you expect from this role in the first six months?
-
How is success measured for this role?
-
What are the biggest challenges the team is facing right now?
-
How does the team handle conflict or differing opinions?
-
What does onboarding look like for someone joining from another country or location?
-
How do managers support career development and mobility in the organisation?
-
Are there common career paths people in this role have followed?
-
What is the decision-making process and timeline for this role?
-
Can you describe a recent success on the team and what led to it?
-
How does the organisation support remote collaboration and cross-time-zone work?
Use these questions at appropriate stages and tailor them to the interviewer’s role.
8. Common Mistakes Candidates Make and How to Avoid Them
-
Not clarifying logistics early (relocation, visa, timeline).
-
Vague impact stories – no measurable outcomes.
-
Failing to ask questions – you appear passive.
-
Misalignment: not addressing what this interviewer cares about.
-
Poor follow-up – no personalised thank-you, no next-step clarity.
Specifically for mobile/relocate candidates: don’t avoid discussing relocation/visa; surface it at the right time to avoid wasted rounds.
9. How Interviewers’ Biases Affect Decisions — And What You Can Do
Interviews are social interactions and can be influenced by bias (unconscious, similarity bias, cultural/linguistic differences). To mitigate:
-
Use quantifiable data in your examples to provide objective evidence.
-
Repeat core competencies across interviews so multiple people hear the same story.
-
Use structured frameworks like STAR to make your responses consistent.
-
If you anticipate accent/language differences, provide brief context or confirm understanding to reduce potential misinterpretation.
The better you make your case clear, consistent and evidence-based, the less likely decision-makers will rely on gut impressions.
10. Negotiation and Offers When Mobility Is Involved
When an offer arrives and mobility or relocation is part of the conversation:
-
Ask for written offer including relocation, visa, housing, tax support.
-
Clarify start date flexibility given visa processing.
-
Negotiate sign-on bonus or relocation stipend if needed.
-
Be transparent if you have other offers, but avoid hard ultimatums unless you’re willing to follow through.
-
Request a meeting or document outlining mobility package details to avoid surprises.
11. Post-Interview Follow-Through That Converts
-
Send thank-you notes within 24 hours to each interviewer, referencing parts of the conversation.
-
If relocation/visa discussed, briefly reaffirm your timeline or readiness.
-
When feedback is delayed, follow up with polite ask for next steps or feedback.
-
Document what went well and what you’d improve for next rounds.
12. Coaching, Practice, and the Confidence Factor
Interviews are a skill. Deliberate practice (mock interviews) improves performance and confidence. Research shows simulation tools and feedback loops boost interview readiness. arxiv.org+1
Working with a coach or mentor helps you refine your stories, manage logistics (relocation/mobility) and rehearse for tricky rounds.
13. How to Present Your Global Mobility Story During Interviews
If you are relocating internationally or working across geographies:
-
Frame your mobility as a strength: cross-border projects, remote teams, time-zone experience.
-
Outline your relocation readiness: visa experience, cultural adaptation, language skills.
-
Be explicit about your mobility preferences and timelines.
This turns a potential “risk” into a strategic advantage.
14. When to Ask for Help and How to Use Resources
High-stakes moves (senior roles, international relocation) benefit from external support: certified resume templates, interview courses, one-on-one coaching. Tools like mock-interview platforms support practice. Wikipedia+1
Consider when you lack visibility into local market, visa/relocation experience, or when you want to accelerate preparation.
15. Putting It All Together: A Sample Interview Week Workflow
Monday: Review role, map stakeholders, refresh six STAR stories.
Tuesday: Mock interview with recruiter-screen simulation.
Wednesday: Mock technical/case session.
Thursday: Finalise 30-60-90-day plan, prepare questions for each interviewer.
Friday: Check tech/logistics (for remote), confirm time-zones, environment.
Interview Day: Use opening summary, send meaningful closing question, maintain pace.
Post-Interview (next 24h): Send personalised thank-you notes, note learnings, update plan.
Repeat & refine for subsequent rounds.
16. Conclusion
So—who does job interviews? It’s not just one person. It’s a team effort involving recruiters, hiring managers, technical/interview panels, peers, HR and external agencies. Each brings a distinct lens to your candidacy. The more precisely you identify those lenses—and prepare accordingly—the greater your chances of success.
Use the frameworks above: stakeholder mapping, targeted story development, mobility readiness, practice routines and thoughtful follow-up. Treat the hiring process as a strategic sequence of conversations, not a one-off event. That mindset shift will set you apart.
17. FAQ
Q: Who typically makes the final hiring decision?
A: Usually the hiring manager, often in consultation with HR and key stakeholders.
Q: If I need visa sponsorship, when should I tell the employer?
A: At the earliest stage when logistics are discussed—often the recruiter screening—so both sides can evaluate feasibility.
Q: How can I prepare for a technical interview remotely?
A: Practice timed problems with screen-share tools, narrate your thinking process and treat the format as collaborative.
Q: Are thank-you notes important after interviews?
A: Very. They reinforce your fit, show professionalism, reference particular discussion points and keep you top-of-mind.
