What Hiring Managers Really Want, And The Top Interview Dealbreakers

Forbes

26-05-2025

Nervous young job applicant wait for recruiter's question during interview in office
Abbey Marino-Briggs, Adjunct Professor at the University of Tulsa and Founder of The Bold Professional, has spent the past seven years deeply immersed in the hiring process — managing recruitment, leading internship programs, and conducting over 1,000 job interviews.
Through thousands of hours spent across the interview table, she noticed a troubling pattern: even highly qualified candidates were routinely missing key moments that could make — or break — an interview.
In a job market where interviews are scarce and searches can stretch for months, Marino-Briggs was struck by how often candidates arrived unprepared. To understand why, she surveyed over 20 hiring managers who, collectively, have interviewed nearly 10,000 candidates across industries and roles.
Her goal? To pinpoint exactly what interviewers are looking for, what sends candidates straight to the 'no' pile, and what top performers do differently to land the offer.
Here's how to turn those insights into actionable strategies for your next interview.
Businesswomen shaking hands over the table at the office
Marino-Briggs stresses that making a strong first impression is critical, whether in person, over Zoom, or on the phone. Eye contact, a smile, and engaged body language signal to the interviewer that you're ready for a productive conversation, even virtually.
Looking the part isn't enough. 'It's shocking how often candidates don't fully understand the role or the company they're applying for,' Marino-Briggs says. She advises doing your homework early, researching the company's goals, values, and team structure. Be ready to discuss what the role entails on a daily and weekly basis, and prepare questions that show you've thought about how you can contribute. For example: 'I see teamwork is a core value. How do you embody that on a daily basis?'
Being well-prepared is only part of the equation. Job seekers must also prove they're the right fit. Marino-Briggs stresses the importance of not assuming the interviewer has read your resume or stalked your LinkedIn. Instead, have your career journey and elevator pitch polished and ready for the interview. 'Add context. Talk about the work you've done and the results you've achieved. Use structure and avoid rambling.'
For younger candidates, Marino-Briggs recommends focusing on recent work experience and leaving high school details off your resume to avoid seeming inexperienced. 'Highlight the experience and impact you're bringing to the company.'
Most importantly, be authentic. 'Interviews are conversations, not confrontations,' Marino-Briggs explains. 'The interviewer isn't trying to trip you up— they want to get to know you better.' Marino-Briggs points out that soft skills and personal connections are often as important as your qualifications. When preparing, ask yourself: What version of yourself are you bringing to the conversation? Are you personable? Would the interviewer want to spend a long travel day with this version of you?
Job interview gone wrong
Knowing what to do in an interview is important, but knowing what not to do is just as crucial. Rambling and poor communication are top pitfalls. Consider this: the interviewer has probably spoken with five, 10, or even 20 candidates for this role. After a while, interviews blend together.
'If you're rambling, missing the point, forgetting key context, or not emphasizing the results of your work, your interview could easily get lost in the shuffle,' Marino-Briggs warns.
Another red flag: walking in unprepared. 'If you can't differentiate this interview from the one you had yesterday, the interviewer will notice,' Marino-Briggs says. Her advice? The best candidates bring concrete ideas for the role, showing they've already thought about how they'll contribute.
An example might be: 'I see the job calls for someone to eliminate vendor inefficiencies. My first step would be to list all vendors and meet with the team to identify frustrations, duplications, and pain points. Then, I'd talk to the vendors, identify inefficiencies, and suggest alternatives. I'd aim to complete this project within 90 days.' This thoughtful, proactive answer shows initiative and strategic thinking, qualities every interviewer wants to see.
Such well-researched answers demonstrate you've put serious thought into the role. And that shows confidence. But Marino-Briggs stresses striking the right balance. You need to own your worth without crossing into cockiness during the conversation. '90% of interviewers mentioned that arrogance is a dealbreaker,' she explains.
Confidence looks like good body language, prepared impact statements, speaking with structure, a strong voice, and staying relaxed. Cockiness? It's blowing hot air and acting like you're too good for the job. Marino-Briggs reminds clients that hiring managers want someone easy to work with, open to feedback, and coachable. Acting like you're too good for the role won't get you very far in a competitive hiring process.
Interviewers also seek out signs of negativity. That's why they ask tricky questions like, 'Have you ever had a conflict with a team member?' 'Why are you leaving your current job?' and 'Why is there a gap on your resume?' These aren't filler questions— they predict your future as a team member. 'The second you mention phrases like 'toxic culture,' 'toxic manager,' or 'I hate my job,' you're out,' Marino-Briggs says. No one wants a complainer on their team who doesn't do anything proactive to solve problems.
Happy member of human resource team shaking hands with a candidate after successful job interview in ... More the office while other members are applauding.
To stand out from the crowd, Marino-Briggs recommends a few key habits. First: have a clear personal pitch and career story. You're selling yourself to the interviewer, so make your time with them count. 'Explain how your career progression has led you here, and frame your background positively, without complaining. Connect your experience to the job. Show us why you're the perfect fit. And do so in two minutes or less,' Marino-Briggs advises.
Successful interviewees also know the power of asking thoughtful questions at the end. This is your chance to turn the tables and interview your interviewers. Marino-Briggs believes this can give you an edge if you're willing to ask the tough questions. It shows your interest and demonstrates your critical thinking. For example: 'What's the most challenging aspect of this role? How does the company support overcoming that challenge?'
Finally, be passionate and genuine. Interviewers want to connect with you, not just your resume. 'This is where candidates with memorized, scripted answers always fail,' Marino-Briggs says. 'You have to show your humanity. Build a personal connection during the interview.' Be authentic, and let your true personality shine through during the conversation.
There's no one-size-fits-all formula for a successful interview, but it takes preparation and hard work before, during, and after your conversation. By incorporating these dos and don'ts, you'll make a lasting impression in an interview market where many candidates blur together into one.