By Jan Nordh, Nordh Executive Search

Introduction

Why do some candidates with impressive CVs still walk away without an offer — while others with fewer years of experience secure six-figure compensation packages?

After more than 18 years as a headhunter and 20 years before that in IT sales, I've seen one constant pattern: Success in interviews is rarely about luck or intelligence. It's about understanding how hiring managers think — and leading the conversation strategically.

1. You don't understand the business problem

Most candidates prepare by learning about the company — but they never ask why this role actually exists. Every position was created to solve a problem: lost revenue, inefficient processes, or market expansion challenges.

My advice: Don't study marketing brochures — think like a consultant. What pain point does the company need to solve, and how can your past results prove you can fix it?

2. You describe what you did — not what you delivered

Sentences like "I was responsible for key accounts" sound fine — but they don't sell impact. Managers buy outcomes, not activity.

Use the XYZ Formula: "I achieved X, measured by Y, by doing Z." Numbers, metrics, and cause-and-effect statements instantly make you stand out.

3. You talk too much and lose structure

Many candidates believe long answers show competence. In reality, they show confusion. Use frameworks like STAR (Situation – Task – Action – Result) or CAR (Challenge – Action – Result).

4. You look prepared, but not professional

Video interviews with bad lighting, echo, or messy backgrounds create doubt about reliability. Your setup tells a story about your standards.

• Neutral background

• Eye-level camera

• Proper lighting

• Wired headset

5. You arrive on time — but not ready

For virtual interviews: being five minutes early is the new punctual. Logistical readiness creates mental readiness. Start calm — it's part of your personal brand.

6. You ask the wrong questions

When asked "Do you have any questions for us?", most candidates waste the moment. Instead, show curiosity about performance and impact: "What would it take to exceed expectations in the first six months?"

7. You confuse confidence with ego

Confidence isn't about talking louder or overselling yourself. It's about calm conviction. Bravado creates distance. Poise creates trust.

8. You end passively instead of like a consultant

Top performers close the conversation like partners: "It sounds like [problem] is a key focus for your team. If I were to start next week, I'd focus first on [specific initiative]. Does that align with your priorities?"

Final thoughts

An interview isn't about selling your past — it's about proving your future value. When you apply these eight principles, interviewers will start treating you like a peer, not a candidate. That's when real offers start to appear.

About the author

Jan Nordh is an Executive Search Consultant with over 40 years in the IT industry — including more than 18 years as a headhunter. Today, Jan is one of the leading headhunters for Cybersecurity, Cloud, and AI Sales roles in the DACH region.