How to Land Interviews at Top Companies

I’ve coached 1,000+ people on job interviews. My clients have landed at FAANGs, F500s, & Unicorns. Here’s the 11 step interview preparation process I use with all of them: 1. Understand Why Companies Hire Too many candidates focus on themselves when they interview. That’s a mistake. Truth is, companies don’t really care about you. They care about the value you can create for THEM. Make it about the company and you’ll win more job offers. 2. Research, Research, Research Start by investing 5+ hours into learning everything you can about the company. Specifically focus on: - Their goals for the next 12 months - Initiatives they’re rolling out - Challenges they’re facing 2a. Researching Public Companies For public companies: - Listen to their earnings calls - Read every news + opinion article on SeekingAlpha - Comb through their social feeds - Find keynotes and interviews w/ execs 2b. Researching Private Companies For private companies (excluding tips above): - Read news articles / company blog posts - Watch product reviews / tutorials - Analyze customer reviews - Perform a competitive analysis - Speak with current employees 3. The Anatomy Of A Great Answer Now we’ll be drafting our answers. A great interview answer has 3 parts: – An intro that highlights the stakes and creates tension – A body that illustrates your process / strategy step-by-step – A close that focuses on measurable outcomes 4. Draft Answers To “90% Questions” 90% of interviews include the same questions: “Why do you want to work here?”  “Tell me about a time when you ___.” Write down 10 of these questions, then draft answers for each. Each answer should tie in company goals, challenges, etc. 5. Review, Revise, & Rehearse Every day, open the doc with your interview answers. Review each answer. Then revise each answer to make it more concise, value driven, and company focused. Then rehearse each one. Rinse and repeat for 7 days. 6. Review, Revise, & Rehearse: The Next Level After a week, shift to video. Record yourself delivering each answer from memory. Watch the recording and analyze: - Your delivery - Your body language - A/V quality Extra credit if you send to friends for feedback! 7. Find Company-Specific Questions Here's how: - Look up the company on Glassdoor - Click the Interviews tab - Scroll through the interview reviews and look for the "Questions" section Add each new question to a spreadsheet Now begin preparing answers. 8. Research Your Interviewers Don’t know who they are? Ask your recruiter. Then do this: - Scan their LinkedIn profile - Google their name - Look through their socials Try to find points of common ground you can use to build a rapport. (Check the carousel for the rest of the post!). 🔍 This system helped 1,000+ clients stand out and win offers at top-tier companies. 👉 Want us to walk you through how to map it to your next interview? Book a free 30-min call: https://lnkd.in/gdysHr-r

By now, you already know: the best roles are rarely filled through job boards. They’re filled through relationships. Over the years, I’ve refined a method I call the “Strategic Access Framework.” Here’s how it works: 1️⃣ Identify the right people inside your target company Don’t just think about recruiters. Instead, ask: Who has insights about the team, culture, and challenges I want to be part of? These are the leaders and decision-makers worth building a connection with. 2️⃣ Initiate a conversation to learn, not to pitch Set up meetings with genuine curiosity. Ask about the company’s direction, leadership priorities, and what success looks like in their roles. When you focus on learning, you naturally leave a stronger impression. 3️⃣ Position yourself for a referral Referrals don’t happen by accident. They come from thoughtful conversations. By asking the right questions and sharing relevant experiences, you’ll naturally open the door for them to connect you to the right opportunity. 4️⃣ Nurture the relationship long-term A single meeting isn’t the end. It’s the beginning. Stay in touch, share insights, and keep the dialogue going. That way, when opportunities arise (and they will), your name is already top of mind. I’ve seen professionals land interviews and offers within weeks by applying this approach. The key is to stop relying on online applications and start investing in the relationships that drive hiring decisions.

𝐌𝐨𝐬𝐭 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐩𝐫𝐞𝐩𝐚𝐫𝐞 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐫𝐨𝐥𝐞.... 𝐓𝐨𝐩 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐩𝐫𝐞𝐩𝐚𝐫𝐞 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲..... If there’s one habit that immediately improves interview performance, it’s smart company research. Not scrolling randomly....Not reading the “About Us” page once..... Here’s a practical checklist you can follow before every interview: 1. Start with the Company Website (Your Primary Source) - Go through their About Us, Products/Services, Mission, and Values pages to understand what the company actually does. - Check the Careers page to get a sense of their culture and the kind of talent they attract. 2. Check Recent News & Updates - Search the company on Google News for product launches, partnerships, funding rounds, or leadership changes. - Pick one major update you can reference during the interview — it shows initiative and curiosity. 3. Analyse Their Social Media Presence - Look at their LinkedIn, Instagram, YouTube, or employer branding campaigns. - Observe how they communicate, what they celebrate, and how they portray their culture. 4. Research Their Industry & Competitors - Understand the market the company operates in: Who are the major players? What trends are shaping the field? - Identify what differentiates this company from competitors, this will help you frame better interview answers. 5. Look Up Employees on LinkedIn - Search for people working in similar roles to the one you’re applying for. - Look at the hiring manager’s background to understand what skills or values they might appreciate. 6. Read Employee Reviews (With Balance) - Platforms like Glassdoor can offer insights into culture, leadership styles, and work-life balance. - Use this information to ask thoughtful questions, not to judge prematurely. 7. Build Your “Company Snapshot” - By the end of this process, you should know: - What the company does and how it makes money - Their key products or services - Their leadership team - Their recent achievements - Their culture and values - Their position in the market This is the difference between walking into an interview “prepared” vs. “strategically prepared.” Here´s a prompt you can use to research a company - Act like a McKinsey analyst. I have an upcoming interview with [Company Name] for the role of [Job Title]. Please research the company in depth and give me a structured, interview-ready brief. Include: What the company actually does (products, services, core business model) Their customers + target markets How the company makes money Recent news, product launches, mergers, funding, or major changes (last 12–18 months) Competitors + what differentiates this company Industry trends that will impact them Potential challenges the company might be facing right now What this specific role typically contributes to the company’s goals Talking points I can use in the interview (so I sound informed) Questions I can ask the interviewer based on this research

🏆 Want to land a job at your dream company? 🏆 Before you hit "apply," one of the smartest moves you can make is to connect with key decision-makers at the company. Building relationships before you submit your application gives you an edge over other candidates. Here are 4 steps to strategically connect with decision-makers before applying (with examples!): 1️⃣ Engage with Their Content Start by following and engaging with decision-makers’ posts. Like, comment, and share their content in a meaningful way. This gets your name in front of them and shows you’re genuinely interested in their insights and the company. 👉 Example: “Great post, [Name]! I really appreciated your insights on digital transformation in retail—this is an area I’ve been exploring, and your perspective on customer experience really resonated with me.” This is a simple, effective way to build familiarity and start the relationship. 2️⃣ Send a Personalized Connection Request Once you’ve engaged with their content a few times, send a personalized connection request. Mention something specific you’ve enjoyed about their work or a mutual interest to establish rapport. 👉 Example: “Hi [Name], I’ve been following your work at [Company] for a while now and found your recent post on [topic] insightful. I’d love to connect and learn more about your work in [industry/field].” This shows you’ve taken the time to know their work, which makes your request more likely to be accepted. 3️⃣ Request an Informational Interview Once you’ve connected and engaged a bit more, ask for an informational interview to learn about their journey and insights into the company. This shows initiative and interest without being too pushy about job openings. 👉 Example: “Hi [Name], I admire the work you’ve done at [Company], especially in [specific project]. I’m exploring opportunities in [field] and would love to hear more about your experience and any advice you have for someone looking to break into [company/industry]. Would you have 15 minutes for a quick virtual coffee?” This allows you to build a relationship while gathering valuable information for your future application. 4️⃣ Leverage the Relationship When You Apply Once you’ve built a connection, mention it in your cover letter or application to show you’ve done your homework and have a real interest in the company. 👉 Example: “Through my recent conversations with [Name], I’ve gained a deeper understanding of the innovative work your team is doing at [Company], and I’m excited about the opportunity to contribute my skills in [specific area] to help drive further success.” This demonstrates your proactive approach and sets your application apart from the rest. 💡 Remember: Relationships are key. By engaging with decision-makers before you apply, you’re not just another resume—you’re someone they know, respect, and trust. Have you tried reaching out to decision-makers before applying? Share your experiences below! 💬👇

47% of hiring managers reject candidates… Not for their skills. Not for their resume. But because they don’t know enough about the company. Let that sink in. If you’re walking into interviews without company research, You’re showing up unprepared — even if you're technically qualified. But don’t worry, here’s a simple framework to fix it fast. Before your next interview, do this: ✅ Start with the “About” page. Take 2 minutes to understand the company’s mission, story, and leadership. This gives you context — not just about what they do, but why they do it. ✅ Google their latest news. Search “[Company Name] News” to find recent press, product launches, or leadership changes. Mentioning current updates shows you’re engaged and informed. ✅ Study their LinkedIn company page. Look at their posts, values, and who they spotlight. Harvard says 80% of job success comes from cultural alignment — this is how you gauge it. ✅ Deep dive into the job description. It’s not just a to-do list. It reveals pain points they’re trying to solve. Use their language. Speak directly to their needs. ✅ Research the interviewer (if known). Check their LinkedIn. Find overlaps in experience or shared interests. This makes your responses more relevant — and helps build rapport fast. ✅ Check reviews and internal culture. Glassdoor. Blind. These are gold mines. What do employees say about leadership? Values? Challenges? Referencing this shows emotional intelligence (a top 3 skill recruiters want). ✅ Know their competitors. Understand where the company stands in the industry. A candidate who knows the market? That’s someone who’s ready to make an impact. ✅ Prep 3 talking points. One about the company. One about a product or initiative. One insight or idea. Drop these naturally — they show effort, depth, and strategic thinking. Bottom line: Company research isn’t optional. It’s your secret edge. The deeper you understand them, the easier it is to prove you belong there. ✏️ Save this for your next interview. ♻️ Repost to help someone else prep smarter. Follow Sindho Channa for more!!

Getting hired at a top startup isn't about your resume. It's how you make the team feel. Top performers don't just apply. They make the hiring team think: "Wow, this person already feels like part of the team!" To do that, they go all-in on their: • Networking outreach • Applications • Interview prep Here's what that looks like... 1️⃣ Deep research into the company and its people. They consume all the interviews with the founders. • They know the founding story • They know the language they use • They know what the team cares about • They know the priorities of the company • They know how they talk about their customers They research each interviewer like a podcaster. • They know the jobs they have had • They know where they went to school • They've found similarities in their backgrounds • They know how long they've been at the company • They know how this role will impact each interviewer The more they research the easier it is to turn the interview into a conversation. 2️⃣ In-depth practice for each interview stage. They don't just wing it in the interview. • They craft answers and rehearse them out loud • They proactively identify hiring manager doubts • They identify ways to proactively remove doubts • They do mock interviews with friends or coaches • They use AI to come up with questions to practice They want to go through as many simulations of the game as possible before they're put on the field. Live practice with feedback trumps all other practice. 3️⃣ Delivering value before, during, and after interviews They proactively identify creative ways to showcase • Skills • Network • Experience • Ability to drive impact • Interest and excitement in the company They do this by sending value deliverables like • Personal pitch decks • 30-60-90 day plans • Case studies • Connections • Playbooks They compete on generosity and try to deliver as much value as possible to demonstrate their abilities. 4️⃣ Going above and beyond with outreach and follow-up Everyone sends thank you emails (hopefully). Almost no one sends • Testimonial videos from your network • Thank you videos • Follow up value Things like that are little ways to stand out to the team. "But won't it look like I'm desperate or trying too hard?" 𝗡𝗼, 𝘁𝗵𝗲𝘆 𝗹𝗼𝘃𝗲 𝗶𝘁. Founders love it (see Replit's founder Amjad Masad commenting below) Recruiters love it Hiring managers love it It won't only help you land the job. It'll help you earn instant credibility and attention. Want to stand out? It's not about doing what's 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗱. It's about doing what's 𝘂𝗻𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱. What’s the most “over-the-top” thing you’ve done in an application or interview? Drop your story in the comments 👇 — 🔔 Follow Kyle Thomas for more ♻️ Repost to help others find their dream job.

I got job offers from top companies by cold applying. There were no referrals, no inside connections, just me. And I want to show you how I did it, so you can too! I landed product design roles at Lyft, Shopify, L’Oréal, and Mayo Clinic all by applying cold – no foot in the door, no insider contacts. 🤯 If you’ve been told you “need” a referral to get into big-name companies, let my story be proof otherwise. Here’s how I stood out as an applicant: 1️⃣ Turn interview questions into résumé upgrades After a few interviews, I noticed the same questions popping up – “What platform do you have proficient experience designing for?” and “What are your strengths as a designer?” I realized my résumé wasn’t answering these upfront. So I revamped it to preemptively answer common questions. I explicitly listed the platforms I had designed for (web, iOS, Android) and highlighted my key strengths and design accomplishments. 💡 By the time hiring managers read my résumé, many of their questions were already answered, making it easier for them to shortlist me. 2️⃣ Use recruiters as allies (yes, really!) Instead of fearing recruiters, I proactively asked them for insight. When a recruiter reached out to schedule an interview, I’d politely ask: “What is the hiring manager focusing on? Any interview questions or design challenge themes I should prepare for?” Surprisingly, recruiters often shared great insights – specific skills the team wanted, the kind of design challenge to expect, even tips to stand out. (Recruiters want you to succeed; filling the role is their goal too!) with that info, I tailored my answers and portfolio to exactly what the team was looking for. ⭐️ The result? I stood out from hundreds of online applicants and turned cold applications into hot offers. 🔥 If I can do it, so can you. I don’t come from a fancy network – I’m proof that with persistence and strategy, cold applying can open doors at even the most sought-after workplaces. You don’t need a friend at the company to land your dream job. Keep refining your approach, learn from each interview, and don’t be afraid to ask for help along the way. You belong in those rooms, connections or not. 💪🏼 Now I’d love to hear from you: Have you ever landed a job through cold applying? Or are you trying to break in without connections? Share your cold-apply wins or questions below! 👇 Let’s cheer each other on. #jobs #interviewprep #careers #tech #jobsearch

The last three people I know who landed jobs at top SF startups had one thing in common: 𝐭𝐡𝐞𝐲 𝐧𝐞𝐯𝐞𝐫 𝐚𝐩𝐩𝐥𝐢𝐞𝐝. They skipped the resume blast. Skipped the keyword games. Skipped the awkward LinkedIn DMs. They did work trials instead. Here's what that looks like: → Pick a company you want to work for. → Find a real problem they're facing (product, marketing, operations, anything). → Solve it: Build a prototype. Create a strategy. Ship something small. → Then show them what you built and how it adds value. This works because it removes the guesswork for hiring managers. You're not a resume in a pile. You're a solution in their inbox. Even if they pass? You walk away with portfolio work that proves your skills to the next company. My advice: Stop competing with 1000 identical applications (increasingly made with AI). Pick one company this week. Find one problem. Solve it. That's your way in.

If I wanted to land interviews for PM and TPM roles at companies like Amazon or Meta, here’s how I’d make my LinkedIn stand out. (My 4R Visibility Framework that’s helped ambitious women land multiple interviews.) If you're not hearing from recruiters, it's not always about lack of experience or readiness. Sometimes, your profile is just hidden. Most LinkedIn summaries don’t speak to senior decision-makers. They’re vague, outdated, or full of fluff. At the $200K–$500K level, that just doesn’t work. Here's how I helped my clients fix their positioning in their About section using the 4R visibility framework, which landed them recruiter calls from Google, Meta, and Amazon, and more, without even applying. 1. Relevant Summary Skip the “results-oriented team player” jargon. Use a clear, strategic summary that tells me: - Your title - Your industry and functional skills - The kind of impact you drive - What you're targeting next Example: Senior Product Manager with 12+ years across B2B SaaS, e-commerce, and FinTech, with experience at leading companies like Citibank and Stripe. Known for building scalable platforms, driving cross-functional execution, and delivering measurable results. Targeting senior PM and TPM roles in high-growth tech companies. 2. Result-Driven Resume Bullets Don’t make your summary read like a personality pitch. Make it read like a reason to hire you. Paste in 3–4 resume bullets that show real scope and results. Example: - Led $4.2M product redesign for XYZ’s onboarding tool across 3 global regions, improving retention by 27% - Scaled internal platform uptime to 99.98%, reducing incident volume by 40% Show me outcomes, not job duties. 3. Right-Fit Skill Set Especially for TPMs, technical credibility matters. List the tools, systems, and methods that match your current expertise. Avoid keyword-stuffing or long laundry lists. Example: AWS | REST APIs | SQL | Agile | Jira | ServiceNow | Tableau | Python 3. Recognized Certifications Certifications add credibility, but they don’t lead the story. Keep them to the end of your summary or list them under Licenses & Certifications. Highlight what you’ve led, not just what you’ve learned. The 4R Visibility framework works. It’s helped women go from invisible to in-demand, getting recruiter messages, interview calls, and leadership-level visibility. If your profile doesn’t reflect where you’re headed next, fix that. Share this with someone whose LinkedIn deserves to be seen. P.S. DM me "Career" to apply for The Fearless Hire - my signature career coaching program for mid-career women in the U.S. ready to land $200K–$500K offers with confidence and clarity.