How to start an interview as an interviewer

I’ve interviewed and hired hundreds of candidates across a wide spectrum of roles—ranging from product managers to engineers to senior go-to-market leaders. Today, I’m here to walk you through how to start an interview with purpose and precision.

My goal is to arm you, the interviewer, with strategies that reveal a candidate’s true potential, ensuring you make confident, informed hiring decisions that benefit both the individual and your organization.

Setting the stage: Pre-interview preparation

Before stepping into an interview, solid preparation is key to ensuring you lead with confidence and clarity. My biggest piece of advice is to get clear on the candidate’s story.

In the same way a candidate should prepare, you, as an interviewer, need to dig deeper into a candidate’s professional narrative. This includes reviewing not just their resume, but their digital footprint. 

Whether it’s LinkedIn posts, GitHub contributions, blog articles, or other publicly available content, what’s out there offers insight into how they present themselves professionally.

Here’s your checklist:

• Know what’s available: Familiarize yourself with their public work or writings.
• Evaluate alignment: Does what you see align with how they describe themselves on paper?
• Identify discussion points: Use these insights to craft questions that go beyond surface-level queries, showing candidates you’ve done your homework and opening up opportunities for a more meaningful conversation.

The waiting game: How long should you wait for an interview to start?

Punctuality is still key, even in the world of remote interviews. But what happens when you’re sitting in front of your screen, staring at a blank Zoom room or waiting for that green dot to appear online?

I remember a time when I was scheduled to interview a candidate—let’s call him John—for a lead product role. Five minutes passed and the Zoom meeting was empty. By the ten-minute mark, I was refreshing my email, wondering if there was a technical issue or miscommunication. At fifteen minutes, I considered closing the window, ready to move on with my day.

Just as I was about to log off, John sent an email explaining he was having trouble with his Wi-Fi connection and would be on shortly. I could’ve rescheduled, but instead I waited. When he finally joined, breathless and apologetic, I made a conscious decision to focus on the conversation ahead and not the tardiness.

It turned out to be a great decision. John insights and strategic thinking were exactly what we needed for the role, and I was glad I hadn’t let a tech glitch overshadow his talent.

As a rule, wait about 15 minutes for an interview. If the candidate hasn’t arrived or contacted you by then, it’s reasonable to move on. 

However, remote interviews bring their own set of challenges—technical hiccups, unstable connections, or last-minute software issues. If they do show up late, take note, but don’t let that color your assessment of their fit for the role. Focus on their skills and what they can bring to the team. 

Crafting your opeming: The interviewer's introduction

When I start an interview, I know that those first few moments really set the tone for the entire conversation. It's my opportunity to make a solid first impression, and I always aim to make it welcoming and professional.

I usually begin with a simple, warm greeting—something like, "Hi, it’s great to meet you." It seems small, but it helps break the ice right away. Then, I introduce myself: I share my name, my role in the company, and maybe a little about what I do. This isn’t just about formality—it’s about letting the candidate know who they’re talking to and establishing a bit of authority without being overbearing.

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After that, I always make it a point to thank them for their time. It’s important to acknowledge that they’ve set aside part of their day for this, and it shows respect for their effort in preparing for the interview.

Next, I like to give a quick rundown of how the interview will go. I find this helps ease any anxiety because they know what to expect—whether it’s a conversation about their experience, specific questions, or even the more technical parts of the process.

Before diving in, I ask if they have any questions right off the bat. It’s a small gesture, but it opens the door to communication and signals that this is meant to be a dialogue, not just a one-sided grilling session.

The transition: Moving from opening to main interview questions

Once I’ve set the stage, it’s time to ease into the heart of the interview—the main questions. But the trick is transitioning smoothly so it doesn’t feel jarring or rushed.

I like to start by briefly recapping what we’ve covered so far. It’s a good way to refocus both of us and keep the flow of the conversation intact. Something simple, like, “Okay, so now that we’ve covered the basics of how the interview will go...,” just helps to reset before diving deeper.

Then, I shift into the main questions by gently introducing the next phase. I usually say something along the lines of, “Let’s talk a bit about your experience with...,” to signal that we’re transitioning into the core of the interview. It keeps things natural and ensures the candidate knows we’re moving forward without feeling blindsided.

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I always make sure to avoid abrupt topic changes—it’s important to maintain a conversational rhythm that keeps things flowing smoothly. Finally, I stay friendly and approachable throughout. Even though we’re getting into the more serious questions, I want to ensure the candidate feels comfortable, so they’re more open and candid in their responses.

Conclusion

In my experience, getting the start of an interview right is crucial—it really does set the tone for everything that follows. My goal is always to make the candidate feel comfortable right from the beginning, because when they’re at ease, they can showcase their skills and personality much more effectively.

I use the opening as a chance to build rapport. I make it clear that I’m genuinely interested in them, not just as a candidate but as a person. That goes a long way in creating a positive first impression, not just of the interview but of the company itself.

Lastly, I always remind myself to stay adaptable. No two candidates are the same, and neither are their communication styles. It’s important to adjust how I approach each conversation to suit the individual in front of me. When you’re flexible and attentive, you create an interview experience that feels tailored and thoughtful, which sets the stage for a productive and engaging conversation.

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