**I just did a session on this and figured I would share with the group**
Most candidates treat every step of the hiring process like a test they have to pass. They prepare answers, hope for the best, and wait to hear back.
But interviewing isn’t a test. It’s a game and like any game, the people who win aren’t always the most qualified. They’re the ones who understand how information moves, who has it, and how to use it.
The board is set from the very first call.
That first conversation with a recruiter, whether they’re external or internal, isn’t just a screening. It’s your earliest chance to collect clues. Who actually has pull here? How real is this role? How many people are competing? Is this hiring manager decisive or indecisive? Is there urgency or is this role just sitting open with no pressure to fill it?
Every conversation after that adds another piece. The hiring manager tells you something the recruiter didn’t. The panel interview reveals who actually has influence on the decision. The timeline tells you how serious they are.
By the time you get to the offer stage, a smart candidate already knows what’s coming because they’ve been reading the board the whole way through.
Here’s how to actually do it: broken down by who you’re talking to and what you’re trying to find out.
External Recruiters- Vet the process before you trust it
This is your very first move. Before your resume goes anywhere, you need to know how this person actually operates. A bad submission can cost you the role before you’ve spoken to anyone.
Ask:
- What is the req ID, or where is this role in the approval process?
- How long have you supported this client and this specific manager?
- Do you currently have anyone on payroll there?
- How will my resume be submitted directly to the manager, through an account manager, or via a VMS portal?
- Do you include a sell package with my resume?
- How many candidates are you submitting and how many vendors have this role?
What you’re listening for: Do they have a real relationship here or are they blasting your resume into a portal? Is the role even approved? How much competition are you actually up against?
Internal Recruiters- Use them as your inside source
Internal recruiters are often underused. Candidates treat them like gatekeepers. They’re actually your best source of intel on the hiring manager and where you stand.
Ask:
- How do you partner with this hiring manager and what’s their working style?
- What’s the makeup of the team, and background of the last couple hires?
- How does my profile compare to what you’re seeing in the market right now?
- How many candidates have already been sent to this manager?
- Can you prep me before the round and debrief after?
- What other roles or projects are coming up on this team?
What you’re listening for: Is the manager hard to please? Are you early in the process or is a decision already close? Is there a stronger candidate already in the mix? How does your background align to that of the team? This person can tell you things you wont find online, if you ask correctly.
Hiring Managers- Find the urgency and the real problem
This is where the game gets going. Everything the hiring manager tells you about why the role exists and what they actually need is a clue. Use it.
Ask:
- Why is this role open?
- What’s the impact if it doesn’t get filled?
- What specifically can you tell me about the project?
- What does the team look like and where are the current gaps?
What you’re listening for: Is there real urgency or is this a slow burn? Is this a backfill or something new? What does success actually look like in 90 days? The answers tell you how much leverage you have and exactly how to position yourself as someone who can plug those holes
The questions aren’t aggressive. They’re just smart. And the earlier you start asking them, the more of the game you can see.