Interviews are so much more than a chance to impress the hiring committee. Think of interviews as conversations that allow you to show your curiosity and evaluate mutual possibilities. Because the reality is that interviews are an equally important tool for you, as the candidate, to conduct due diligence on both the opportunity at hand and the firm itself.
As you prepare for the interview process, consider these critical questions:
Understand the mandates behind the work. Beyond the job description, what does the firm’s leadership actually want you to accomplish? Are they seeking transformation or preservation? Be prepared to ask pointed questions to define their point of view on success at the 90-day, 1-year, and 3-year marks. And since you will meet many people, listen carefully to how the partners align on these expectations.
Conduct a resource reality check. Sometimes firms have great aspirations, but they fail to achieve those because they lack the financial or human resources to deliver the end product. An interview is an excellent time to ask direct questions about budget allocations, team members, and investments in innovation. If they want you to transform their client experience, allocating the appropriate resources is essential.
Secure the ‘seat at the table’. Now is the time to determine if the CMO/CBDO truly participates in strategic decisions. Ask about the firm's decision-making structure and how the previous incumbent was involved in developing and executing on mission critical initiatives. Identify if you will be in the room when the decisions are made, or if they only want you to implement decisions that are handed down.
Obtain decision-making authority. Getting stuck in the weeds of approval processes slows things down. Clarify your signing authority and understand how the approval processes work. Can you execute on campaigns without navigating endless committees? Find out how empowered you are to avoid being micromanaged.
Determine the brand identity. Understand where the firm sits in the market and find out if there is internal consensus on what the firm wants to be known for. Listen for consistency (or its absence) when different stakeholders describe the firm's core identity and market positioning. Misalignment here can signal challenging headwinds to navigate.
What’s the cultural fit? Take the opportunity to ask about the firm’s culture from each person you meet and use it to assess alignment. Don’t be afraid to ask about how the firm values business professionals so that you may evaluate the hierarchy and how you fit in.
Preparing yourself for a C-Suite interview is essential to a successful outcome. Afterall, finding the right role isn't just about the prestige of the firm or your compensation package. It's about finding an environment where you can make an impact and find personal success.
- Jason Carmanico