In this issue:

💡 Expert Insights: Interview mistakes on both sides of the table

🎈 Just for Fun: Red flag/green flag: The lingering interview

⭐ Associate Spotlight: Cody Newton

📌 New Career Opportunities

🔗 Connect With Your Recruiter

💡 Expert Insights

Great interviews are conversations, not interrogations. Yet both candidates and hiring managers consistently make avoidable mistakes that derail the process. Here are the ones we commonly see, and how to fix them.

Mistake #1: Candidates fail to close the conversation. The biggest misstep is not asking about next steps. You can have a stellar interview, but if you don't ask where things go from here, you've left the door open for the hiring manager to move on.

How to fix it:

• Always ask: "What are the next steps in your process?"

• Try: "Based on our conversation, is this a position you could see me in?"

• Address concerns directly: "Are there any concerns about my background we should discuss now?"

Mistake #2: Candidates don't show genuine interest. Nervousness reads as disinterest. When hiring managers report "they didn't seem excited about the role," candidates often respond "I was just nervous." The damage is done.

How to fix it:

• Make eye contact and lean into the conversation.

• Show enthusiasm for specific aspects of the role or company.

• If concerns arise during the interview, note them and discuss with your recruiter afterward — don't let them show in the room.

Mistake #3: Hiring managers ask generic questions. Standard interview scripts miss what really matters: how candidates handle adversity, ambiguity, and failure.

How to fix it:

• Ask: "Tell me about a time you tried to solve a problem but didn't succeed. What was the outcome?"

• Try: "What's the weak link in your chain?"

• Explore: "What does your career growth plan look like over the next three years?"

Mistake #4: Hiring managers turn interviews into interrogations. When interviews feel one-sided, top candidates disengage. The most painful interview happens when the interviewer asks a question, you answer it, and they simply dig back into their notes for the next question. The interview should be conversational, like playing tennis back and forth.

How to fix it:

• Make space for the candidate to ask questions throughout, not just at the end.

• Share genuine insights about the role, team, and challenges.

• Pay attention to whether the conversation flows naturally or feels forced.

The bottom line: Make it a two-way conversation

For candidates: Close confidently, show genuine interest, and address concerns head-on. The interview is your chance to assess fit just as much as theirs.

For hiring managers: Ask revealing questions that go beyond the script. The best insights come from conversation, not interrogation.

Need interview prep or hiring guidance? Our team helps both sides navigate the process with confidence. Contact us to learn more (or simply reply to this email).

🎈 Just for Fun

You're interviewing for a trust officer position. What was supposed to be a 30-minute screening call turns into an hour-long conversation. The hiring manager keeps asking thoughtful follow-up questions about your approach to client relationships, introduces you to two team members "while we have you," and suggests scheduling a second interview before you even hang up.

What's your take?

Our answer ➡️ Green flag. When a hiring manager goes off-script and invests extra time, it signals genuine interest. They're not just checking boxes. They're envisioning you on the team and want others to meet you too. This enthusiasm often translates to a smoother offer process.

💡 Associate Spotlight

Cody brings over a decade of financial services experience to every search, including time in Investment Banking in New York City and Private Equity in San Francisco. That firsthand background gives him a genuine edge: he understands the demands, pace, and expectations on both sides of the table, which is why clients and candidates alike find him easy to trust.

Outside of work, Cody volunteers at the local food bank, golfs whenever possible, spends time with his Bernedoodle, Tux, and loves being in or around the ocean.

Want to meet Cody? Connect with him on LinkedIn >

🔗 Connect With Your Recruiter