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Before we get into today's newsletter, here's something you might not know about me.
I've watched over 100 hours of my clients' interviews.
When my clients are interviewing for roles, they'll often record the interview and send it to me afterwards. I'll watch it back and give them feedback.
I've watched interviews at Nike, Amazon and Apple.
I've watched interviews for creative agencies, startups, global corporations, senior roles and junior roles.
And honestly, there isn't much about interviewing in 2026 that I haven't seen.
One thing I strongly believe?
The quality of the questions you ask at the end of an interview can have a measurable impact on whether you get the job.
The Problem
Most candidates spend 95% of their interview preparation thinking about how they're going to answer questions.
Very few spend time thinking about the questions they're going to ask.
But interviews are remembered in two places: the beginning and the end.
And if you want to leave a lasting impression, you need to land the ending well.
I've listened to interviews where candidates asked weak, generic questions. I've also listened to interviews where my clients followed my guidance and asked strong, thoughtful questions.
The difference is night and day.
Why Most People Get This Wrong
A few years ago, LinkedIn was full of people recommending the same interview question:
"Is there anything about my candidacy that you have concerns about that I could address now?"
And to be fair, I actually like this question.
A lot of my clients still use it.
But there's a problem.
If it's delivered in the wrong tone, it can feel confrontational. Depending on the interviewer, it can create an awkward moment. And sometimes it risks ending the interview on a slightly negative note.
That's not how I want my clients to finish an interview.
A Better Question
Recently, I've been encouraging my clients to ask a different question.
It actually comes from the world of sales.
A common sales technique is getting the buyer to explain, in their own words, why they want the product. Psychologically, it's incredibly powerful because it reinforces the reasons they want to buy.
So I started wondering...
Why not apply the same principle to interviews?
At the end of the interview, ask:
"Having reviewed my CV and now completed this interview, what part of my experience do you think will be most valuable in this role?"
Why This Works
This question does three things.
First, it gets the interviewer to tell you where they think you're strongest.
Second, it gives you valuable information you can use in future interview rounds to strengthen your pitch.
And third, it encourages the interviewer to say out loud why they think you're a good fit for the role.
That's a much more positive way to finish an interview.
Instead of focusing on concerns, you're focusing on strengths.
And that's exactly where I want the conversation to end.
If you'd like more interview strategies like this, that's exactly what we work on inside the Creative Career Level Up programme.
From networking and CVs to interview preparation and career strategy, I help people in Marketing, Creative and Tech industries land their next perfect role.
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