Very well put, completely agree. A cursory interpretation could equate this to mere confidence, a trait that some people are able to exude more than others. B

Very well put, completely agree. A cursory interpretation could equate this to mere confidence, a trait that some people are able to exude more than others. But keep in mind that an interviewer interprets confidence on a scale as well, from 'lack there of' to 'hubris.' Acknowledging the importance of a successful hire from the interviewer's standpoint frames the dialogue on a more even playing field. I place a very strong importance on the two aspects nezumi mentions above, "Will this guy fit in my team? Is he going to stay interested in the job?" I want to make sure I do right by my current employees and hire an individual with an attitude/outlook that is complimentary; and I want to make sure I'm not wasting anyone's time by hiring below their payscale for a position they will abandon shortly thereafter. Empower yourself by thinking of the process primarily as a dialogue, one where you are also gaining perspective on the company. Nothing says 'pass' like a interviewee who has no questions of their own. Note: I am not a hiring mngr on the programming side, I do work and hire for fairly technical marketing positions at large web company you know well.