The reason why you are getting interviews or even phone screens but not moved forward in the process or given the offer at the end of the day. Even though you and I both know that you're more than qualified for these roles. Could be because nobody has taught you one of the most gatekept aspects of the hiring process that as a COO I'm going to share with you today so that you can finally start seeing momentum and get these jobs that you deserve. Hi, my name is Beverly Dyne and I'm a chief operating officer. I've been scaling operations for over a decade and multiple industries. And I'm also your chief empowerment officer. Every single round of the interview process has a specific function. And as long as you are able to speak to the purpose of that round, you are going to perform better than 90% of the people who prepare for interviews. Because most people prepare for interviews the exact same way for every single round. So as quickly as I can, I'm going to tell you what those functions are so that you can start preparing to win the room. For the recruitment screen, think of them as the gatekeeper. They already understand that you can do the job. So your entire goal is to communicate why this role, why this company, and why your skill set is directly aligned with the job description. That also includes being very clear about your salary expectations. Do not hedge here so that they can go back to the hiring team and communicate that you pass through the gate and you are who you say you are. For the hiring manager interview, obviously, it changes from person to person, but there are some pretty consistent things I've seen over my decade of doing this. That hiring manager is thinking about how are you going to add to their team? How much of a lift it is going to be to onboard you versus somebody else? How well you'll play in the playpen with the other people on the team and how you'll immediately make impact. For executive interviews, and this is coming from an executive, you need to prep specifically and add to what the organization is building. Because remember, these are people who are assessing whether or not they'll want to work with you. As you're prepping, ask yourself, what stories could I tell that would make me want to work with me? For executive interviews, and this is coming from an executive, you need to prep specifically and add to what the organization is building. Because remember, these are people who are assessing whether or not they'll want to work with you. As you're prepping, ask yourself, what stories could I tell that would make me want to work with me? For executive interviews, and this is coming from an executive, you need to prep specifically and add to what the organization is building. Because remember, these are people who are assessing whether or not they'll want to work with you. As you're prepping, ask yourself, what stories could I tell that would make me want to work with me? For panel interviews, in my experience, this is often a culture play. You are being assessed usually by multiple departments to see if you'll collaboration, emphasize with the pain points of other departments, be accountable and add to what the organization is building. Because remember, these are people who are assessing whether or not they'll want to work with you. As you're prepping, ask yourself, what stories could I tell that would make me want to work with me?
