Nayan Tejani’s Post

„The interview is a unique experience”. This is what Roxana-Andreea, our Senior HR Consultant, is always telling us and everyone she meets. Indeed, interviews are not just discussions. A successful interview is a form of art. And Roxana knows how to deliver the perfect one. Recently, she also delivered a successful workshop called „How to deliver the perfect technical interview” to all the interviewers within CGM Romania, from FrontEnd, .NET and QA communities. Let us share with you what happened during the day: - What can we learn from past experiences regarding interviews; - The recruitment process within CGM; - DOs and DONTs during an interview; - Tips and tricks for asking the right open and meaningful questions; - How do we integrate the CGM values into the interview; - The list with the best deep questions in order to find out more about the technical experience and the social skills; - Tips and tricks for redirecting the technical questions to the CGM career path; - Role play and practical examples with hypothetical resumes especially created for the workshop; - Experiments to see how subjective are we when we analyze a resume. Some of our colleagues were special guests to share from their experience in technical interviews: - Cosmina Teodorescu, IT Recruiter: The importance of soft skills questions in interviews; - Andrei Darie, FrontEnd Developer: How to create a casual vibe in interviews; - Diana Matei, BackEnd Developer: How to present in detail a project – business level, project phase, tech stack, people, process; - Paula Chelariu, #C Developer: Agile questions to identify the team-player skills and the working methods skills. „An interview is a very challenging interaction between people, interaction that is very much complicated by the two parties’ different perspectives, expectations, histories, and, perhaps, intentions. For the outcome to be a positive one, a great deal rests on the interviewer to display amicability, rapport, transparency, directness, respect, and to perform the necessary inquires less like an interrogation and more like an opportunity to get to know someone. Roxana’s “How to Deliver the Perfect Technical Interview” workshop was a very well-constructed dive into the techniques and the skills necessary to perform an effective technical interview, that I very much enjoyed and has had me engaged start to finish. As an occasional interviewer myself, it was tremendously helpful to assess where I stand, what I did right up until now, what I can improve, and lots of other useful tips”, says Andrei, after the workshop and after 7 years in CGM. The feedback was simply amazing, so all the participants are waiting for other workshops like this one, and they are eager to implement everything that they have learned in future interviews. And we can`t hardly wait to meet new cool people like us: amazing professionals who know how to have fun together and who are determined to create the future of e-Health. 

Panel interviews vs 1-1 interviews. What is the difference in your strategy? In 1-1 interviews, the strategy is: • Research questions and the company • Prepare for the type of interviewer • Have your answers prepared • Have your questions prepared • Build rapport with the person in the room Panel interviews are different: • There are multiple people in the room • There are differing motivations • Questions are coming from all angles So, my mentees change focus to three things: 1. Avatar 2. Alignment 3. Adaptability Let's dig in. -- 1. Avatar Panelists will represent different priorities and roles. The Leader (Decision-Maker): • Focuses on big-picture results and ROI. • Highlight measurable outcomes and strategic thinking. The Subject Matter Expert (Techie): • Evaluates your technical or domain expertise. • Use frameworks and precise technical language. The Peer (Colleague): • Determines if you’re collaborative and approachable. • Share examples of teamwork and emphasize interpersonal skills. The Skeptic (Challenger): • Tests your ability to handle tough questions. • Stay calm, defend your decision with evidence, and engage diplomatically. • Smile The Cultural Gatekeeper (HR): • Assesses alignment with company values. • Connect your values to the company’s mission and culture. 2. Alignment In panels, shift strategically from "I" to "We" Here are three examples on how to do that: a. Use collaborative language: • "In my last project, our team reduced costs by 20% through joint efforts in automation and streamlining workflows." b. Highlight team wins: • "I facilitated alignment across 3 teams to deliver a product 2 months early." c. Ask Team-Focused Questions: • "How does the team typically collaborate on cross-functional projects?" 3. Adaptability Panel interviews are dynamic. You will be tested on how you react to follow-ups or conflicting perspectives. Here are a few ways to be adaptable. Active Listening: • Pay attention to tone and nonverbal cues. • Example: If someone looks confused, pause and clarify: • "Would you like me to elaborate further?" Handling Contradictions: • Acknowledge differing priorities without alienating anyone. • Example: "That’s a great point. Here’s how I’d balance both perspectives…” Adjusting Answers for Depth: • For technical panelists: Dive into the “how.” • For senior leaders: Emphasize the “why.” Engage Everyone: • Start with the question asker, then make eye contact with others. -- Those are the three big changes in strategy! Avatar Alignment Adaptability I hope this post helps to crush your next panel interview. 💪🏽

After conducting 90+ interviews at Google and Amazon and confirming with several fellow interviewers, - Interviewers develop a sense of "hire/no hire" in as little as the first 10-15 minutes!! - While it’s not a final decision, a lot of factors shape our judgment early on. - Here is what we can do to avoid the most common interview mistakes that hurts us in those initial moments :- 1️⃣ Not Clarifying the Problem Statement - Skipping clarifications. - Assuming you understand the problem right away. - Fastest way to lose interviewer's confidence. ✅ Fix:  - Always clarify requirements. - Rephrase the problem back to the interviewer to confirm your understanding. 2️⃣ Jumping into Code Too Quickly - Starting to write code immediately. - Not thinking through the approach. ✅ Fix:  - Take a few seconds to plan. - Sketch out your thought process on paper before you start typing. 3️⃣  Lack of Confidence (or Overconfidence) - Appearing unsure of your approach/answers. - Or not being open to feedback. ✅ Fix: - Stay calm and composed. - If you’re stuck, ask clarifying questions. - Share your answers confidently but be open to feedback. 4️⃣ Failing to Communicate Thought Process - Not explaining your approach. - Staying silent while coding. ✅ Fix: - Think out loud! - Walk the interviewer through your thought process. - Shows how you solve problems, not just the final answer. 5️⃣ Neglecting Edge Cases - Solving the problem for trivial cases. - But forgetting to consider edge cases. - Eg. empty inputs, invalid data, etc. ✅ Fix: - After solving the core problem, always discuss edge cases. - And how your code handles them. 6️⃣ Overcomplicating the Solution - Trying to write overly complex code that is hard to follow. ✅ Fix:  - Start with a simple approach - Then work towards optimization. - Interviewers value clarity and clean code almost equally. 7️⃣ Being Too Defensive - Getting defensive when interviewer asks for clarifications - Or suggests improvements. ✅ Fix:  - Be open to feedback. - View the interview as a collaborative conversation - Not a one-sided exam. 📚 Tips to keep in mind for your next interview : - First 15 mins set the tone for the entire interview.  - Avoid these mistakes, and build a positive impression early on. - The goal is to show that you’re technically sound PLUS collaborative. - Best way to prepare for this is mock interviews with peers/mentors. Good luck, and keep (mock+) interviewing. Every interview takes you closer to your dream job. 🌻 #InterviewTips #CodingInterviews #JobPrep #TechInterviews #SoftwareEngineering #Amazon #Google #JobSearch

𝟰 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗺𝗮𝗸𝗲 𝗶𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 Being at Google, having conducted ~25 interviews, and having gone through many myself, I've seen patterns that can make or break the interview "vibe." It's important to remember that interviewers aren’t just evaluating technical skills—they're also figuring out if you'd be a great colleague to work with. 𝟭. 𝗝𝘂𝗺𝗽𝗶𝗻𝗴 𝗦𝘁𝗿𝗮𝗶𝗴𝗵𝘁 𝘁𝗼 𝗖𝗼𝗱𝗲 This is one of the biggest missteps. As an interviewer, I’m not just interested in whether you can code; I want to understand what you're coding and why you've chosen that approach. Before you start typing away, take a moment to walk me through your thought process. We want to ensure you’re heading in the right direction before you dive in, so you don’t waste time on an inefficient or incorrect solution. Think of it like industry work—before we implement, we design, discuss, and refine. The same goes for interviews: re-iterate the statement, clarify ambiguities, state assumptions, consider edge cases, consider the time/space complexity first. 𝟮. 𝗣𝗼𝗼𝗿 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 Again, we’re assessing not just your technical skills but also how well you can explain your ideas. When candidates stay silent or struggle to articulate their thoughts, it makes the interviewer feel disconnected. Think of the interview like a problem-solving session with the interviewer. Talk through your ideas openly—explain what you’re thinking, even the small decisions. It gives us a window into how your mind works, how you approach challenges, and whether you can communicate effectively in a team setting. That’s where the “vibe” is built. 𝟯. 𝗠𝗶𝘀𝘀𝗶𝗻𝗴 𝗛𝗶𝗻𝘁𝘀 The interviewer is on your side—they want to see you succeed. Often, we’ll drop hints to guide you, whether it’s through pointed questions or subtle suggestions. So, be attentive and responsive to these cues. Recognize when we’re nudging you toward a more efficient path, and be open to feedback. Catching these hints can make the difference between a good interview and a great one. 𝟰. 𝗔𝗿𝗿𝗼𝗴𝗮𝗻𝗰𝗲 Confidence is good, but arrogance is a red flag. You could be an ICPC World Finalist, a hackathon champion, or a FAANG veteran—but in the interview, you’re still a candidate, and humility is key. Respect the process and the interviewer. If you come off as arrogant, it can ruin the vibe and signal that you might not be a team player. No matter how impressive your résumé is, I’d hesitate to work with someone who gives off an air of superiority.

🧐 Why Memorizing Information is Inefficient in Tech Interviews: A Better Approach In the world of technology, especially in QA Automation and similar technical fields, relying on memorization for interviews is neither practical nor sustainable. The expectation to recall vast amounts of information by heart can be daunting, and frankly, it misses the point of what technical interviews should focus on. The Problem with Memorization Technology evolves rapidly, and trying to remember every detail is not only exhausting but also inefficient. Memorized facts can quickly become outdated or irrelevant, leaving you stuck if something unexpected arises during the interview. Moreover, interviews often test more than just knowledge—they test how you think, problem-solve, and apply concepts in real-world scenarios. What Really Matters: Problem-Solving and Adaptability Instead of focusing on rote memorization, tech interviews are better approached with a mindset of problem-solving, adaptability, and research skills. Here’s why: Understanding Concepts: Rather than memorizing technical definitions or syntax, understanding the core concepts and how they fit into larger systems allows you to adapt to different contexts. Problem-Solving Skills: Interviewers are generally more interested in how you tackle a problem than in your ability to recite technical jargon. Can you logically break down a task? Do you know how to find the right resources to solve a challenge? Research and Learning: A key trait of successful tech professionals is the ability to quickly learn and adapt. Knowing how and where to find information (whether through documentation, online communities, or other resources) is more valuable than having all the answers memorized. Collaboration and Communication: Technology is a team effort. Explaining your thought process, communicating effectively, and collaborating with others are just as important as technical expertise. Shifting the Focus in Interviews When preparing for interviews, shift your focus from cramming information to sharpening your critical thinking and research skills. Practice solving problems, think out loud during technical questions, and showcase your adaptability. This way, even if you don’t have the answer immediately, you can demonstrate how you would go about finding it. Conclusion In today’s tech landscape, knowing how to think, learn, and adapt is far more valuable than memorizing facts. Embrace this mindset, and you’ll not only perform better in interviews but also become a stronger professional in your field. Am I right?

Technical skills are crucial, but interviews are about more than just data structures and algorithms. As software engineers, we often focus solely on technical prep, but HR and role-related interviews are equally important. These sessions evaluate your communication, attitude, and cultural fit. Here’s few ways to excel in non-technical interviews: 🔑 Punctuality Matters: - Arrive at least 5 minutes early, whether it’s in-person or virtual. This shows professionalism and respect. If something arises, inform the interviewer promptly. Your time management and communication skills make a strong impression. 💬 Clear Communication is Key: - Express your thoughts clearly and concisely. Ensure you’re understood, especially if the interviewer has a different cultural or linguistic background. Effective communication reflects your ability to collaborate in diverse teams. 💡 Confidence is Crucial: - Your technical skills matter, but presenting them with confidence is essential. Practice with mock interviews to improve. Remember, the interviewer doesn’t know your strengths—you must communicate them with conviction. 🎯 Highlight Relevant Strengths: - Align your responses with the company’s needs. For example, if you’ve improved efficiency or scaled systems, explain how these experiences are valuable to them. Show that you’re a solution-oriented candidate. 🌟 Honesty Goes a Long Way: - Be genuine about what you know. If you’re unfamiliar with a technology or concept, admit it and emphasize your eagerness to learn. Honesty builds trust and demonstrates self-awareness. 🎨 Show Your Well-Roundedness: - Employers value candidates with interests beyond work. Whether it’s open-source contributions, gaming, or teaching, these personal details make you memorable. Be prepared to discuss your approach to solving complex problems or what drives your curiosity. 🔍 Do Your Homework: - Research the company before your interview. Understand their products, market position, and culture. This enables you to tailor your responses and show genuine interest in their goals. ❓ Ask Insightful Questions: - Conclude with thoughtful questions. Dig into the company’s challenges and direction, like “How does your team approach innovation?” or “What industry trends excite you most?” This shows you’re not just seeking a job but thinking about your long-term impact. Cheers!

These are the top 3 mistakes I see all the time that people make in their Product Management interviews + how to fix them! 👇 1️⃣ Your stories don't match the job you are interviewing for Understanding the role and expectations before your interview is key to creating stories that show you can do the job. I've seen plenty of PMs interviewing for Sr. PM roles who focus all the stories on execution and don't talk about working on the strategy or vision for their features/product - which is expected. For example, when interviewing for a Sr. PM role, don't just talk about how you executed a project. Instead, talk about how you worked on developing the strategy of it. Your stories should be tailored to the role that you are interviewing for: APM & PM → Execution Sr. PM → Execution + Strategy/Vision Principal PM → Strategy/Vision + Owning a Problem Space + Mentoring PM Manager → All above + Managing PMs 2️⃣ You are not sharing enough about what you accomplished Interviewers ask you behavioral questions like "Tell me about a time when..." to understand (a) how you have dealt with situations like that in the past and (b) how you would deal with situations you would encounter on the new job. Most people share stories centered around the outcome and not what they did to achieve that outcome. For example, when asking a question like "Tell me about a time you had a conflict with someone on the team", they tend to limit their answer to explaining: → The situation → They heard the other person and found the middle ground → Achieved a positive outcome Solving a conflict goes beyond listening and finding a middle ground. Perhaps in your story you... → Understood their concerns → Looked for data to build a case → Prepared a plan and sought approval → Repriotizied projects Be thorough in your stories and share details about what YOU did to accomplish a great outcome. 3️⃣ You force a framework into an answer Frameworks for PM interviews are meant to be a guide on how to solve interview questions. However, many make the mistake of trying to put a framework into every question they are asked. Interviewers don't care about which framework you use, they care that you understand how to solve the question by thinking like a Product Manager; i.e., what you would do on the job to solve that question. Sometimes you'll use half of a framework you know and other times you'll use more steps than the acronym you memorized. → Ask for time to think about the question → Ask clarifying questions to narrow down the problem → Break the problem into steps → Think about your users → Be concise, clear and avoid rambling in your solution 💎 Succeeding in your interviews requires a combination of: → Doing a lot of research → Practicing as much as you can → Understanding WHY we use frameworks instead of just memorizing them 🚀 Check my comment below for the best resources to land a PM offer! #productmanagement

Using the STAR technique in interviews can greatly enhance your ability to provide clear, structured, and compelling answers to behavioral interview questions. Here’s a step-by-step guide on how to effectively use the STAR technique: Understand the Question: Listen carefully to the interviewer’s question. Behavioral interview questions often start with phrases like, "Tell me about a time when…" or "Give me an example of…"   Structure Your Response Using STAR: S (Situation): Start by briefly setting the scene. Describe the context or situation you were in. Provide enough detail for the interviewer to understand the background but focus on the key points. ·        Example: "In my previous role at Company X, we were facing a significant challenge with decreasing customer satisfaction scores." T (Task): Explain the specific task or goal you were working towards in that situation. What needed to be achieved or resolved? ·        Example: "My task was to investigate the root causes of the declining satisfaction and implement measures to improve it." A (Action): Describe the actions you took to address the situation. Be specific about your own contributions and what steps you personally took. ·        Example: "I conducted thorough customer feedback analysis, identified key pain points, and collaborated with cross-functional teams to develop and implement targeted improvement initiatives." R (Result): Finally, share the outcomes or results of your actions. Focus on what you achieved, what impact your actions had, and any lessons learned.    - Example: "As a result of our efforts, we successfully increased customer satisfaction scores by 25% within six months, which led to improved customer retention and positive feedback from stakeholders." Quantify and Qualify Results: Whenever possible, quantify the results of your actions (e.g., percentages, numbers, dollar amounts). This adds credibility to your achievements. Also, qualify your results with any positive feedback received or lessons learned from the experience. Practice and Prepare: Before the interview, review common behavioral interview questions and prepare STAR-based examples from your previous experiences. Practice articulating your responses clearly and concisely. Tailor Your Examples: Choose examples that are most relevant to the job you are applying for. Tailor your STAR responses to highlight skills and experiences that align with the job requirements and company culture. Be Honest and Authentic: Always be truthful in your responses. Interviewers can often detect when answers are exaggerated or fabricated. By using the STAR technique, you can demonstrate your skills and abilities through concrete examples from your past experiences. This structured approach not only helps you answer interview questions more effectively but also showcases your qualifications and suitability for the role.

Today I got a technical interview with one company. The interviewer doesn't ask any technical terms during the interview. The interviewers' questions: 1. What is your expected salary? Can we negotiate about salary package and allowance after you have been selected? 2. Are u ok going to work at the office from Monday to Friday, work from home is not allowed due to my leadership style. Even work outside working hours, public holidays, or weekends? 3. How did you handle your stress? 4. Can you work under pressure? 5. Are u married? How many children did you have? How old are your parents and siblings? Did you own a pet? 6. Did you got any physical illness? Please explain more about your physical illness. 7. I don't have any questions left. Did you have any questions need to ask? After the interview is done. 5 hours later, HR contacted me, I am being selected for this role. I am considering is it red flag for a toxic company. Based on my experience on technical interview, even the interviewer doesn't have experience on automation testing or performance testing or even doesn't familiar with the tools. They still ask about manual testing, handle project, manage junior and other technical skills set. Not ask about personal question. Is it weird for technical interviewer ask about personal question during interview? During the technical interview, the interviewer will ask those question like: 1. Can u explain about your previous project? 2. How your previous and current company apply Agile Methodology on the project? 3. What is black box and white box testing? 4. what is regression and smoke testing? 5. How did you write test plan and test case? What is the content require in test plan and test case? 6. How did you report the defects? How did you communicate with the developers?

𝑨𝒃𝒔𝒕𝒓𝒂𝒄𝒕 𝒊𝒏𝒕𝒆𝒓𝒗𝒊𝒆𝒘 𝒒𝒖𝒆𝒔𝒕𝒊𝒐𝒏𝒔 - 𝒘𝒉𝒚 𝒎𝒂𝒔𝒕𝒆𝒓𝒊𝒏𝒈 𝒕𝒉𝒆𝒎 𝒄𝒂𝒏 𝒃𝒆 𝒕𝒉𝒆 𝒅𝒊𝒇𝒇𝒆𝒓𝒆𝒏𝒕𝒊𝒂𝒍... I've noticed a clear pattern emerging around what sets successful candidates apart during the interview process. Individuals who stand out consistently demonstrate key characteristics such as 𝐩𝐫𝐚𝐠𝐦𝐚𝐭𝐢𝐬𝐦, 𝐝𝐲𝐧𝐚𝐦𝐢𝐬𝐦 & a 𝐠𝐫𝐨𝐰𝐭𝐡 𝐦𝐢𝐧𝐝𝐬𝐞𝐭.🌱 Why are these traits so important & how are they assessed? 𝐖𝐡𝐲 𝐚𝐫𝐞 𝐭𝐡𝐞𝐬𝐞 𝐪𝐮𝐚𝐥𝐢𝐭𝐢𝐞𝐬 𝐜𝐫𝐮𝐜𝐢𝐚𝐥? ➡️They reflect how you approach challenges, adapt to change & continue to grow both professionally & personally. In a rapidly changing work environment, employers need individuals who are not only capable of solving problems but who can also adapt quickly, think on their feet & continuously improve. 𝐇𝐨𝐰 𝐚𝐫𝐞 𝐭𝐡𝐞𝐲 𝐚𝐬𝐬𝐞𝐬𝐬𝐞𝐝? ➡️Abstract questions often don’t have right or wrong answers, which shifts the focus from memorised knowledge, to how you approach novel situations. These questions reveal your critical thinking, adaptability, creativity & problem solving abilities in real-time. For example: "𝘐𝘧 𝘺𝘰𝘶 𝘸𝘦𝘳𝘦 𝘨𝘪𝘷𝘦𝘯 𝘢 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘸𝘪𝘵𝘩 𝘢 𝘵𝘪𝘨𝘩𝘵 𝘥𝘦𝘢𝘥𝘭𝘪𝘯𝘦 & 𝘭𝘪𝘮𝘪𝘵𝘦𝘥 𝘳𝘦𝘴𝘰𝘶𝘳𝘤𝘦𝘴, 𝘩𝘰𝘸 𝘸𝘰𝘶𝘭𝘥 𝘺𝘰𝘶 𝘱𝘳𝘪𝘰𝘳𝘪𝘵𝘪𝘴𝘦 𝘵𝘢𝘴𝘬𝘴 𝘵𝘰 𝘦𝘯𝘴𝘶𝘳𝘦 𝘵𝘩𝘦 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘪𝘴 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦𝘥 𝘰𝘯 𝘵𝘪𝘮𝘦?" This assesses your ability to make practical decisions under pressure, focusing on efficient resource management & prioritisation (pragmatism). "𝘏𝘰𝘸 𝘥𝘰 𝘺𝘰𝘶 𝘩𝘢𝘯𝘥𝘭𝘦 𝘤𝘰𝘯𝘧𝘭𝘪𝘤𝘵𝘪𝘯𝘨 𝘱𝘳𝘪𝘰𝘳𝘪𝘵𝘪𝘦𝘴 𝘣𝘦𝘵𝘸𝘦𝘦𝘯 𝘬𝘦𝘺 𝘴𝘵𝘢𝘬𝘦𝘩𝘰𝘭𝘥𝘦𝘳𝘴, 𝘦𝘯𝘴𝘶𝘳𝘪𝘯𝘨 𝘵𝘩𝘦𝘪𝘳 𝘥𝘦𝘮𝘢𝘯𝘥𝘴 𝘢𝘭𝘪𝘨𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦 𝘰𝘷𝘦𝘳𝘢𝘭𝘭 𝘰𝘣𝘫𝘦𝘤𝘵𝘪𝘷𝘦𝘴 & 𝘬𝘦𝘦𝘱 𝘵𝘩𝘦 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘰𝘯 𝘵𝘳𝘢𝘤𝘬?" This assesses your ability to manage complex relationships, balance competing interests, and effectively communicate with stakeholders while maintaining project alignment (dynamism). "𝘐𝘧 𝘺𝘰𝘶 𝘸𝘦𝘳𝘦 𝘨𝘪𝘷𝘦𝘯 𝘢 𝘯𝘦𝘸 𝘳𝘰𝘭𝘦/𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦 𝘯𝘰 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦 𝘸𝘪𝘵𝘩, 𝘩𝘰𝘸 𝘸𝘰𝘶𝘭𝘥 𝘺𝘰𝘶 𝘨𝘰 𝘢𝘣𝘰𝘶𝘵 𝘭𝘦𝘢𝘳𝘯𝘪𝘯𝘨 & 𝘢𝘥𝘢𝘱𝘵𝘪𝘯𝘨 𝘵𝘰 𝘴𝘶𝘤𝘤𝘦𝘦𝘥?" This assesses your willingness to step outside your comfort zone & your approach to personal development in unfamiliar situations (growth mentality). "𝘠𝘰𝘶’𝘷𝘦 𝘣𝘦𝘦𝘯 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘰𝘯 𝘢 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘧𝘰𝘳 𝘮𝘰𝘯𝘵𝘩𝘴, 𝘢𝘴 𝘪𝘵’𝘴 𝘯𝘦𝘢𝘳𝘪𝘯𝘨 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘪𝘰𝘯, 𝘺𝘰𝘶𝘳 𝘮𝘢𝘯𝘢𝘨𝘦𝘳 𝘢𝘴𝘬𝘴 𝘺𝘰𝘶 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘪𝘵 𝘪𝘯 𝘢 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦𝘭𝘺 𝘯𝘦𝘸 𝘥𝘪𝘳𝘦𝘤𝘵𝘪𝘰𝘯. 𝘏𝘰𝘸 𝘥𝘰 𝘺𝘰𝘶 𝘳𝘦𝘢𝘤𝘵?" This assesses your ability to handle shifting priorities (dynamism), stay focused on results (pragmatism) & maintain a positive, adaptable mindset (growth mentality). By answering abstract questions thoughtfully, you can demonstrate your ability to face new & unique challenges - ultimately giving you an edge.💫