Free tool · no sign-up

Interview question generator

Paste a job description and see the questions it points to — built from the job’s own requirements, with why each is asked and how to answer it.

Guide · 5 min read

How to predict and prepare for interview questions

Most interview questions aren’t a surprise. They come from three places: the job description, your résumé, and a small set of behavioral questions nearly every company asks. Prepare for those and you’ll have an answer ready for most of the interview.

1. Read the job post like an interviewer

Hiring managers write questions from the requirements list. If the post says “SQL and experimentation”, expect “Tell me about an A/B test you designed. What did you learn?” For every requirement, prepare one real example where you used that skill and what happened as a result.

2. Prepare stories, not answers

Memorised answers sound memorised. Instead, prepare five to eight short stories from your experience: a success, a failure, a conflict, a tight deadline, a time you led, a time you changed your mind. Each story can answer several questions. Tell them with STAR:

Situation: one or two sentences of context.
Task: what you were responsible for.
Action: what you did (most of the answer goes here).
Result: what changed, ideally with a number, and what you learned.

3. Expect questions about your résumé

Anything on your résumé is fair game, especially numbers. If you wrote “cut costs by 20%”, be ready to explain how you measured it and what you personally did. Our interview questions by role pages cover the most common ones for 8 popular roles.

4. Practise out loud

Answers that sound good in your head often run long or wander when spoken. Practise out loud, time yourself (aim for 1–2 minutes per answer) and cut filler words. Recording yourself or practising with a partner helps. So does an AI interviewer that asks follow-ups.

5. Always ask questions back

“Do you have any questions for us?” is part of the evaluation. Good questions show you’re thinking about doing the job well: what success looks like at 90 days, the team’s biggest challenge, how decisions get made. Avoid questions you could answer from the company website.

Common interview formats

Recruiter screen (20–30 min): motivation, salary expectations, logistics.
Hiring manager (45–60 min): your experience against the requirements.
Technical or case: skills in practice, such as coding, a case study or a portfolio review.
Panel or on-site: several interviewers, often behavioral plus a presentation.

All tools