Some companies have very rigid standards to follow when interviewing people, down to very detailed scoring mechanisms. Other companies have more flexibility and want the interview to be more conversational in tone than just rapid-fire Q&A.

A listener submitted an application for the wrong role (they didn't just change their mind). How should you handle this scenario? (hint: as quickly as possible!)

Companies expect the utmost respect from us as candidates. What if they don't reciprocate, and treat us in a disrespectful way? How would you handle it, and would you give the company feedback about it?

Getting to know someone takes time and leads to trust. But we tell companies we want SHORTER interviews, FEWER interviews. How can they determine trust that we can do the job if they collect less data?

Asking questions that are too complex can raise the anxiety of interview candidates. Questions should be simple and to the point, and hopefully spark some great conversation.

You can subscribe to my daily email series at https://techinterview.guide/daily-email-series where I explore common technical questions from the mindset of the interviewer. Why are these questions important to us? What are we REALLY asking?

Big tech companies asked these questions in the 2005-2009 era, and smaller companies followed suit. The questions were unhelpful and dropped, and small companies again followed. What other interview trends will we see from big tech companies?

There's nothing more frustatrating as a candidate than to spend months getting ready for technical interviews, and then getting "ghosted" by companies. Actionable feedback is crucial.

Is it worth the time investment to grind hundreds and hundreds of leetcode problems? Or is there a better way? The time you spend is really about quality.

When you take a job in the tech industry, you're signing up for life-long learning. There are always going to be new things to learn, and old things to leave behind.