A seasoned manager told me during a recent Zoom call: “I’ve had 4–5 interviews this month—but none moved forward.”
If that sounds familiar, you’re not alone.
We’ve worked with dozens of tech leaders who get decent traction—calls with recruiters, chats with CEOs—but fail to progress to second or third rounds.
And the reason usually isn’t skills.
The reason is that you’re not interviewing at the right level—or in the right way.
Ruben had several interviews lined up. But most were with HR or talent coordinators who didn’t fully understand the value he brought.
“They had a checklist—and if you didn’t say exactly what was on it, they tuned out,” Ruben said.
The solution? Stop playing the “convince HR” game. Focus on stakeholder conversations—where strategy matters more than terminology.
Andreas got interviews, but didn’t convert.
He suspected age bias, but also acknowledged that many companies used generic application processes for show, not selection.
The real issue?
His profile didn't clearly communicate a tailored solution to their top challenges.
Sven put it best:
“Some companies want to hire a CTO in four days. That’s ridiculous.” –Sven
Rushing through interviews means you don’t get to evaluate them. And they don’t get to see your full leadership potential.
When a client says, “I’m getting first interviews but not offers,” we:
Run mock interviews tailored to stakeholder conversations (not HR screeners).
Refine their value story—so every answer speaks to strategic impact.
Create a pre-interview positioning pack—a one-pager + LinkedIn profile alignment to prime the interviewer.
And now with our AI-powered agent, we simulate real stakeholder interviews and give targeted feedback based on top decision-maker expectations.
If your interviews aren’t converting, it’s not about luck. It’s about alignment between your pitch, your materials, and the expectations of the people hiring you.
And the good news? That’s fixable.
Let us help you sharpen your message and lead conversations that turn into offers.