What Executive Interviews Are Really Testing

When you walk into a leadership or executive interview, capability is already assumed. What is really being assessed goes far beyond whether you can do the job. The first thing decision makers look for is depth of experience and leadership credibility, the track record that shows you can solve the challenges they are facing. The second is fit. They want to know whether you will complement the existing executive team, influence the board, and build trust with stakeholders. The third is differentiation. You must stand out not just in what you have achieved, but in how you think, lead, and communicate.

Executive interviews are not checklists of skills. They are conversations about trust, judgement, and confidence. Boards, CEOs, and senior leaders are quietly asking whether they would feel comfortable putting you in front of regulators, staff, and shareholders. Every answer you give becomes a signal of how you would represent the organisation.

This is why preparation is not about memorising your CV. It is about being ready to demonstrate capability, fit, and differentiation in every story and every interaction. That is what separates candidates who simply perform well in interviews from those who are actually hired.

Practical tip
Before your next interview, choose three examples from your career that clearly demonstrate capability, fit, and differentiation. Practice telling them in a way that highlights all three, not just the task you completed.

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