> "Here's how candidates should act differently to not give a negative impression to important people like me." I'm only important in the sense that my job is

> "Here's how candidates should act differently to not give a negative impression to important people like me." I'm only important in the sense that my job is to obtain a fair and consistent evaluation of someone along a defined set of criteria - to see if there's a good mutual fit! I want a candidate to succeed once hired, so I'm looking for signals that they would succeed. A mis-hire sucks because getting fired sucks. That's why I'm also looking for signals they would not succeed. A lot of the time we try and avoid false-positives at the cost of false-negatives. We're looking for certain things, and in the scope of just a 45m or 1h window it's really hard to get a complete picture of who someone is. This is also why have multiple interviewers ask many different kinds of questions. I'm quite sympathetic to your position and I'm always super active in hiring wherever I work. I built our Mobile Staff+ interview loop at my current employer and trained up a most of the interviewers! I do my best to make the process suck less for all involved, but folks like me won't always be on the other side. Even at employers you'd otherwise love! That's why I was hoping to provide some quick tips to eliminate potential roadblocks no matter who you find yourself up against.