Frequently Asked Questions

Interview coaching is tailored, one-to-one support designed to help you perform at your best during an interview. Rather than giving generic advice, we’ll work on your specific interview, strengthen your examples, improve your answers and increase your confidence.

I work with professionals at every stage of their career, from graduates to senior leaders. Many of my clients are experienced professionals who haven’t interviewed for several years, are changing careers, applying for promotion or returning to work after redundancy.

I can help you with:

• Competency-based interviews
• Behavioural interviews
• Strength-based interviews
• Telephone and Video Interviews
• Panel interviews
• Internal promotion interviews
• Public sector and Civil Service interviews
• Presentation preparation or practice

My background in recruitment means I’ve coached candidates across a wide range of disciplines, including finance, HR, IT, legal, engineering, manufacturing, procurement, education, healthcare, local government and the charity sector.

My current pricing is available on the website. If you’re unsure which option is right for you, feel free to get in touch, and I’ll be happy to discuss your requirements.

Many experienced professionals assume that a strong CV and years of experience will naturally lead to job offers.  In reality, interview performance and job capability are not the same thing.

Candidates are often invited to interview because they clearly meet the technical requirements of the role, but interview panels are assessing much more than your experience.

A common issue is what I call an “evidence gap”. In my experience, candidates can talk confidently about responsibilities; however, their answers lack specific examples, measurable outcomes, or enough detail to demonstrate impact. This often leads to probing follow-up questions from the panel.

Interview performance can be affected by redundancy, loss of confidence, or several previous interview rejections. Even highly capable professionals can become overly cautious, overcomplicate answers, or struggle to communicate their value clearly under pressure.

Interview coaching helps candidates improve answer structure, strengthen evidence, communicate achievements more effectively, and prepare with greater confidence for competency-based and panel interviews.

Follow-up questions are often a sign that the panel has not yet heard enough evidence to fully assess your answer. This does not necessarily mean your answer was poor, but it may mean important detail is missing.

Many candidates speak too broadly about responsibilities rather than describing their personal contribution, decision-making, actions, and results. Interview panels need enough depth to score answers fairly, particularly in competency-based interviews.

Strong interview answers usually include:

• the situation or challenge
• your specific actions
• reasoning behind decisions
• measurable outcomes
• lessons learned or impact

If these areas are unclear, interviewers will continue probing for more evidence.

Redundancy is a normal part of modern business and organisational change. Most interviewers understand this, particularly in challenging economic conditions or during restructuring programmes. The key is to explain redundancy professionally, calmly, and without sounding defensive or negative.

A strong answer should remain factual and concise. Focus on the organisational changes rather than personal disappointment. Employers are usually more interested in how candidates responded afterwards, for example, maintaining professionalism, continuing development, and actively preparing for the next opportunity.

Candidates sometimes worry that redundancy reflects poor performance. In most cases, employers do not make this assumption. However, confidence can understandably be affected after redundancy and interview rejection, which is why preparation becomes especially important during career transition periods.

Yes. Mock interviews are one of the most effective ways to prepare. They closely replicate the interview experience and are followed by detailed, constructive feedback to help you improve before the real interview.

No ethical coach can guarantee an interview outcome. The final decision will always rest with the employer and the hiring manager.  What I can guarantee is that I’ll help you prepare thoroughly, identify areas for improvement and give you the best opportunity to perform at your highest level.