By Jan Nordh, Nordh Executive Search – Executive Headhunter for IT & Cybersecurity Sales in the DACH Region

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.

An interview isn’t an interrogation or a casual chat.

It’s a structured business conversation where you need to show one thing above all:

that you can solve a real problem for the company.

In this article, I’ll walk you through the eight most common interview mistakes I see across the European market —

and how to fix them, step by step.

1️⃣ 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.

If you don’t understand the business context, you can’t connect your achievements to what really matters.

Example:

A software vendor hires a new Enterprise Sales Executive.

The real reason might not be “growth,” but rather a shift from license to SaaS, or entering a regulated vertical like Public Sector or Finance.

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?

2️⃣ You describe what you did — not what you delivered

This is one of the biggest killers in interviews.

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.”

Example:

“I increased revenue in the public sector by 35% by launching a joint partner program with Microsoft.”

Numbers, metrics, and cause-and-effect statements instantly make you stand out.

They signal that you understand business value — not just tasks.

3️⃣ You talk too much and lose structure

Many candidates believe long answers show competence.

In reality, they show confusion.

Clarity is power.

If you can’t explain something simply, you probably don’t understand it well enough.

Use frameworks like STAR (Situation – Task – Action – Result) or CAR (Challenge – Action – Result).

These help you stay concise, structured, and outcome-driven — exactly what hiring managers want.

4️⃣ You look prepared, but not professional

This may sound minor, but even senior professionals lose points here.

Video interviews with bad lighting, echo, or messy backgrounds create doubt about reliability.

Your setup tells a story about your standards.

Checklist:

• Neutral background

• Eye-level camera

• Proper lighting

• Wired headset (avoid Bluetooth dropouts)

If you can’t manage your own presentation, how will you manage complex customer interactions?

Professional presence starts before you say your first word.

5️⃣ You arrive on time — but not ready

For virtual interviews: being five minutes early is the new punctual.

Check your camera, mic, and internet before joining.

Logistical readiness creates mental readiness.

If you start the call flustered, apologizing for tech issues, your composure disappears.

And composure is what signals seniority.

Start calm — it’s part of your personal brand.

6️⃣ You ask the wrong questions

When asked, “Do you have any questions for us?”, most candidates waste the moment with:

“What’s the company culture like?”

That’s a dead end.

Instead, show curiosity about performance and impact:

“What would it take to exceed expectations in the first six months?”

“Which measurable outcomes define success in this role?”

Smart questions reveal strategic thinking —

and help you understand what really matters to your future manager.

7️⃣ You confuse confidence with ego

Confidence isn’t about talking louder or overselling yourself.

It’s about calm conviction.

Hiring managers instantly pick up on your energy:

steady tone, clear structure, thoughtful examples.

Bravado creates distance.

Poise creates trust.

You don’t need to impress — you need to demonstrate control.

That’s what experienced leaders respond to.

8️⃣ You end passively instead of like a consultant

Most candidates finish interviews with:

“Thanks for your time, I look forward to hearing from you.”

That’s polite, but forgettable.

Top performers close the conversation like partners:

“It sounds like [problem or goal] 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?”

This one line shifts perception instantly.

It shows strategic thinking, alignment, and leadership potential —

exactly what earns trust at senior level.

Final thoughts

An interview isn’t about selling your past — it’s about proving your future value.

You’re not telling stories; you’re connecting your experience to their goals.

When you apply these eight principles, you’ll notice two things:

1. You’ll feel more in control of your narrative.

2. 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.

Before founding Nordh Executive Search in Munich in 2007, he spent two decades in enterprise sales and built five US tech startups across Europe.

Today, Jan is one of the leading headhunters for Cybersecurity, Cloud, and AI Sales roles in the DACH region.

His candidate success rate exceeds 97%, driven by his unique combination of market insight, personal network, and hands-on experience on both sides of the hiring table.