By Jeff Altman, The Big Game Hunter
When you go into a job interview, most candidates worry about the questions. But here’s the real truth: it’s not just about the questions—it’s about who is asking them. Different types of interviewers have different priorities, different angles, and different ways of sizing you up. If you can recognize what type you’re dealing with, you’ll know what matters most and how to adjust your approach.
Here are the six most common types of interviewers and how to handle each one.
1. The Screener (HR or Recruiter)
Think of the screener as the gatekeeper. They’re not deciding who gets hired, but they’re definitely deciding who moves forward. Their job is to weed out candidates who aren’t a fit on the basics.
What they care about:
- Do you meet the minimum requirements on the job description?
- Are your salary expectations in line with the budget?
- Can you communicate clearly and professionally?
How to handle them:
Keep it simple. Speak in plain English, not technical jargon. Be concise, upbeat, and focused. Don’t overshare—stick to the job requirements and show enthusiasm. If they ask about compensation, avoid hard numbers at this stage; use ranges or say you’re “open depending on the role and responsibilities.”
2. The Technician (Subject Matter Expert)
This is the person who knows the ins and outs of the role better than anyone. It might be a team lead, a future peer, or someone in the department who’s trusted to test whether you have the skills.
What they care about:
- Can you actually do the work?
- Do you understand the tools, processes, or technical skills involved?
- Are you someone they’d trust to handle complex tasks?
How to handle them:
Be ready to go deep. Have real examples of projects you’ve worked on and problems you’ve solved. If you don’t know something, don’t fake it. Show how you’d figure it out instead. They respect honesty and problem-solving over bluffing.
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3. The Boss (Hiring Manager)
This is the person you’ll probably report to—and the one whose opinion carries the most weight.
What they care about:
- Will you get results?
- Will you make their life easier, not harder?
- Will you fit into their team without causing drama?
How to handle them:
Focus on outcomes, not just duties. Talk about the impact of your work: revenue saved, efficiency gained, clients retained. Show initiative. Hiring managers love candidates who can see a problem and fix it without needing hand-holding.
4. The Panelist (Committee or Team)
Sometimes you’ll face a group of interviewers at once. Each panelist has a different lens: one may be evaluating your technical knowledge, another your teamwork, another your personality fit.
What they care about:
- Can you balance multiple relationships at once?
- Are you adaptable and professional across different perspectives?
- Do you treat everyone with respect, no matter their role?
How to handle them:
Engage the whole room. When you answer, make eye contact with everyone, not just the person who asked the question. Use names if you can. Balance your answers so they show both hard skills and soft skills.
5. The Wild Card (Unpredictable Personality)
This person doesn’t follow the script. Maybe they ask strange questions, interrupt, or throw in a curveball. Sometimes they’re testing how you handle stress, sometimes they just have a quirky style.
What they care about:
- How do you react under pressure?
- Can you stay composed and flexible when the unexpected happens?
- Are you someone who rolls with the punches?
How to handle them:
Don’t let them throw you off. Take a breath, stay calm, and answer thoughtfully. If the question is bizarre (“If you were an animal, what would you be?”), treat it seriously but keep it short and light. They’re more interested in how you handle it than the actual answer.
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6. The Hiring Manager’s Boss (Executive or Upper Management)
If you make it to this stage, congratulations—you’re a finalist. The hiring manager’s boss isn’t there to drill you on details. They’re there to ensure you align with the bigger picture.
What they care about:
- Will this person help the department—and company—hit its goals?
- Do they represent the kind of professionalism we want in front of clients, partners, or senior leadership?
- Will they stick around and grow with the organization?
How to handle them:
Zoom out. Talk less about the nitty-gritty and more about strategic impact. Use the language of business outcomes—profit, growth, efficiency, innovation. Keep your answers crisp, confident, and forward-looking. Executives want to see maturity and judgment, not a skills checklist.
Final Thought
Every interviewer you meet has a different lens, but they’re all looking at the same thing: whether you’re the right person for the job. Your job is to adapt. Pay attention to who’s asking the questions, tailor your answers to what matters most to them, and you’ll stand out as the candidate who “gets it.”
Ⓒ The Big Game Hunter, Inc., Asheville, NC 2025
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ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
People hire Jeff Altman, The Big Game Hunter to provide No BS job search coaching and career advice globally because he makes job search
and succeeding in your career easier.
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