Interview Like a Pro: 10 Universal Questions That Separate Good from Excellent

If you've been interviewing recently, you know this: no matter your role or level, certain questions always come up. Whether you're applying for a mid-level engineering job, a senior product leadership role, or switching industries entirely, there are a few core interview questions that hiring managers almost always ask—and often decide your fate based on how well you answer them.

These questions aren’t meant to trick you. They're there to reveal how you think, what drives you, how you navigate conflict, and how self-aware you are. In our work helping professionals prepare for thousands of interviews, we’ve seen time and again that great answers to these questions build trust quickly—and often become the deciding factor in moving a candidate forward.

Let’s walk through 10 essential interview questions every candidate should practice before any interview. And yes, these apply to in-person and video interviews alike.

1. “Tell me about yourself.”

It seems simple, but it's often the most underrated—and most decisive—question. Interviewers don’t want a full career history; they want a crisp, relevant narrative that sets the tone and connects your background to this role. Think of this as your “elevator pitch” that bridges your past experience with your future potential.

2. “Why do you want to work here?”

You’d be surprised how often candidates stumble here. This question tests whether you’ve done your homework. Mention the company’s mission, recent work, team culture, or leadership—not just that it’s “a great opportunity.” It shows you’ve made a conscious choice to apply, not just clicked “Easy Apply.”

3. “Tell me about a time you solved a difficult problem.”

This is a classic behavioral interview question. Interviewers want to hear how you break down challenges, collaborate, stay calm, and get results. Use a method like STAR, CAR, or SOAR to organize your answer—and include a measurable outcome. (We cover these storytelling techniques in detail [in this post]—you’ll want to check that out.)

4. “What are your strengths and weaknesses?”

They’re not looking for perfection—they’re looking for self-awareness. Be honest about a real area of growth, and more importantly, show how you’re actively working on it. For strengths, think about traits that match the job, but avoid sounding rehearsed.

5. “Describe a time you failed—and what you learned.”

A tough one, but a powerful one. This question tests your emotional maturity and your growth mindset. Employers want to know how you react to failure, take responsibility, and adapt. Don’t sugarcoat it—but do close your story with a lesson or improvement.

6. “What would you do in your first 30 days here?”

This question is especially common in startups or scaling teams. It shows how proactive and strategic you are. Think about listening, learning, building relationships—and maybe proposing a small win or improvement that shows you understand the domain.

7. “How do you handle feedback?”

Feedback is part of every team. Show that you welcome it, learn from it, and ideally, give it well too. Bonus points if you have a quick story of when feedback helped you grow professionally.

8. “Tell me about a time you disagreed with your manager or team.”

They’re not trying to stir up drama—they want to know how you handle conflict. This is a great place to use structured storytelling (STAR or SOAR), and highlight calm communication, empathy, and your ability to reach alignment.

9. “What’s something you’ve taught yourself recently?”

This one's about curiosity and self-driven learning—especially key in tech roles. Whether it’s a new framework, tool, leadership practice, or even a personal habit, the “why” behind it matters as much as the “what.”

10. “Do you have any questions for us?”

This is never just a formality. Having thoughtful questions shows you’re genuinely interested—and it’s your chance to flip the interview. Ask about the team’s challenges, product vision, or company values. Never, ever say, “No, I think we’ve covered everything.”

Practice Makes Professional

Top candidates don’t “wing it.” According to research, some professionals spend 15–20 hours per company preparing for interviews—reviewing materials, reflecting on experiences, and running mock sessions. It’s a competitive market out there. Practicing these 10 questions well can easily set you apart from candidates who don’t.

And there’s a reason why 75% of talent acquisition professionals say behavioral interviews are the most effective way to assess soft skills—they’re looking beyond technical knowledge to how you work and communicate.

Want a Better Way to Practice?

Practicing in front of a mirror is fine, but it’s not enough. The best prep happens when you simulate real interview conditions—especially video calls, where tone, pacing, and clarity matter more than ever.

That’s where tools like Leya AI come in. You can run mock interviews for any role, record your responses, and get objective feedback on what to improve. With 24/7 access, it’s easy to practice 10–15 minutes a day over time—without the stress of last-minute cramming.

And now—stop reading and start practicing. So, tell me about yourself!