Everybody welcome to the next video.
So if you've gotten to this point in your life you've already prepped for the technical interview with
the hiring manager or somebody from the team regulations.
This is an important point to get to.
So this is gonna be when you're gonna be first talking with somebody that you're going to be working
with somebody you're gonna be working with on the same team or under or above depending on the position.
This is an important one because this is one of those times where people say you don't get a second
chance to make a first impression.
This is the time to shine.
For these individuals at least.
But what I would first recommend doing is figuring out if this is a video interview or it's not if it's
a video interview.
Make sure you ask the recruiter what the appropriate dressed attire is such as business casual which
is most times in this in the valley that that could be what you're going to if it's not it's just a
phone interview where you just over the phone make sure your phone's charged.
Make sure you have a good service you know yada yada yada you want to make sure that there's no interruptions.
You're in a comfortable place so don't take your interview in the middle of a Starbucks.
Try to take it at home or somewhere where you feel the most comfortable and just get relaxed.
So once you get through this the individual is going to call you this you know whatever video service
they do or over the phone once it begins it typically begins with somebody introducing themselves to
the hiring manager is what they do what their job is at the company.
And past that point then talk a little bit about the position and make sure everything's aligned up
what you're what you're expecting the position to be then following that they're going to ask you to
tell you a little bit about yourself you go through essentially going through how how you came to be
your skill set make sure that your answers are sort of geared towards the position that you're applying
for just to make things a little bit quicker because keep in mind a lot of times the interviewers only
have 30 45 minutes tops just like you do and they have questions to get there so you can't spend 20
minutes explaining your entire back history that's going to do nothing but cause problems for you and
it makes it very hard for them to move on.
They didn't really get to ask you anything.
So keep that in mind.
And they do this to strip out any candidates that can't answer the base questions that they're looking
for.
Now these tend not to be the hardest questions but they can be at the same time because most of the
time you're going to get one of two types of questions you're they're going to get a direct answer such
as port is this services on Port x.
What what port is it and there's other times at least from the security offensive security side of things.
You're going to get open ended questions such as if you were to build X. How would you do it if you
do or attack a network.
Where would you start.
And this is where you if you get an open eye if it's a straight answer question strategy you either
know or you don't.
Whatever you don't want to do is don't lie if you don't know one answer tell them you don't know it.
And what I want you to do is also talk how loud and seven talking and thinking in your head think out
loud make sure you let them know what you're thinking about because they can't think they can't hear
your brain over the phone.
So make sure you talk out loud if if you're mumbling to yourself to speak a little louder so they can
hear you and make sure that everybody is on the same page as far as like where were your processes going
to answer the question.
But when you start getting asked open ended questions my recommendation is to take what they said first
ask some follow ups if they ask you such as you know you're attacking a network what do you first you
what do you do.
Next question is what's the scope.
What's the.
Once you understand what the scope is what what restrictions are there are there any sensitive services
that need to be aware of.
Are there any considerations that need to be aware of is stealth an option or not.
Make sure you get your answers upfront.
Normally a lot of people aren't really expecting you to ask these types of questions which helps you
stick out from the rest because you're you're showing that you understand what the process is and some
of the issues that you're running into because your answer will change depending on your what they're
actually asking.
So somebody might be like hey attack this network but if you said OK it does it is this is stealth.
Do I have to be stealthy when I approach this.
Is there a sculptor I can only do some some subnet and they'll be able to give you an answer in most
cases it's going to be more of like it's an open scope.
No there's nothing sensitive but at least you ask that question and that's something that's going to
stick in their head.
You want.
You want something to stick in their head about you.
That was good.
Not bad.
And this is a good way to get that sort of rolling.
Now once you answered all the questions I would take a second note down the names of the people that
you talk to.
This is good for future reference.
So when they reference the names again let's say the recruiter references some names you know who you
were talking to because if it's going to be your future manager you're going to want to remember their
name.
Same thing if it's somebody senior on the team that was interviewing you you're going to want to remember
their name to either follow up with a thank you from them or whatever the case might be.
But when the interview is done at least you've asked them questions you've asked they've asked you questions
they're going to ask you if you have any additional questions.
What I would recommend is than asking what you've prepped in the previous or the previous video you
prepped questions about them about the cup about the team because this is these are the best people
to ask is when they're actually on the team that's interviewing you ask questions about the culture
that they have on the team and that the company itself.
This is where you really need to ask all of your questions about the job itself because these people
are going to be able to get you any answer you're looking for within reason as long as it's not like
Hey you guys he compromised last week you know you don't they're not going to answer something like
that but within reason they should be able to answer most of your questions that the recruiter could
not when it comes to the job the role and everything else.
Now you don't want to start bringing compensation salary benefits or anything like that in this particular
area.
Leave that with the recruiter don't leave that with the hiring manager per say you're just speaking
with the hiring manager maybe then it might be appropriate to ask a question but in most cases the H.R.
or the recruiter is going to be the one that's they're going to refer you to the recruiter in 90 percent
of cases.
So just relax and make sure that you interview them as well as you're interviewing they're interviewing
you the way I kind of take this approach is when I get asked a question I try to treat it as an organic
conversation not as an interview.
So somebody asks you a question you give them their answer and you followed up with maybe maybe an additional
follow up question with some of your answer.
They'll respond and then you'll respond and it'll feel a little bit more fluid as a normal conversation
rather than somebody drilling you ask questions and then you might get one answer or two but keep in
mind that that's the way I tend to try to push the interview to go.
But if it's not going that way and the interviewer wants to drill just the questions and get it done
then you just have to go with that.
I wouldn't push it too hard.
But I always try to go to the more standard conversation we're having because it's I seem as somebody
who's interviewed and I've interviewed people and had interviews done to me.
I find that having a generic conversation with somebody about the role and about the skill sets and
about a specific topic provide more information to me as an interviewer about the candidate than at
drilling them with hard questions consistently.
So just keep that in mind.
That's not everybody's like that but there's there's a good chunk of people out there that will have
that organic conversation with you as long as you're willing to reciprocate that conversation back.
It's not just a one sided them talking at you.
So again at the end of the interview ask your questions and then ask what your next steps are.
And that's always a generic way to go about this but you definitely want to make sure you ask about
the next steps from the hiring managers perspective because they'll normally tell you OK well after
this is done we'll all roads sync up with notes and then find out if an onsite is the next step or not.
We'll let you know but at least you you kind of get an idea of what their process is.
Most cases the processes you're going to get a H.R. or the recruiter interview then a hiring manager.
Now the hiring manager could be doubled up with an engineer like I said before.
But also there could be a secondary technical screening which is what this is.
You could have two of them.
It doesn't mean that you failed the first one.
It just means that they either have something they want to follow up on or some companies have a policy
or teams have a policy internally that if somebody is not local to the area they do two technical interviews
before they bring somebody onsite.
So I don't think of it as a pass or fail if they ask you to have another quick conversation just treat
it as just another just another interview and get through it as best you can.
The good news is is a lot of times it's the recruiter a technical screening and then they offer you
on site and then from there it's just they normally sync up to kind of talk together as as a group of
everybody who interviewed you and then they go ahead and make their decision and then H.R. reaches out
or recruiting ages up reaches out past that point with either an offer or not so that kind of the process
but when it comes to the technical screening be prepared for those questions.
Everything on your resume makes sure you've got it dialed in especially those if if you've brought something
up prepare to talk about it.
Do not start throwing random phrases in places.
Make sure that when you have that conversation and you bring up something you can speak to it because
sometimes interviewers will ask you to follow up on something completely arbitrary from what you were
talking about from the original question but because you brought it up in your answer.
So for example if you're talking about export development you bring up Rob chains and they ask you what
that is.
Don't say it just because you happened to hear it.
It makes sense to the conversation you're having.
If you can't talk to it that's never a good thing.
So make sure anything you bring up you can at least have somewhat of a conversation about it.
And once this is done normally the recruiter will reach out to you with some further steps of whether
you passed you didn't in there moving forward or not.
But regardless whether you move forward or not always reach out to the recruiter and ask what some of
the feedback was for your position.
Sometimes they can give it relatively quickly don't expect it the same day but it's always good to know
where you can make your improvements.