They sent a hire vue where you can answer a few questions for them on a recorded thing. They ask some things like why you want to work there and to sell them on a city.

1. Define the Interview Goals What skills and qualities are you looking for? What type of experience is necessary? What kind of cultural fit are you aiming for? 2. Plan the Interview Structure Introduction (5-10 mins): Build rapport and give an overview of the company and role. Technical/Skill Assessment (20-30 mins): Ask job-specific questions, problem-solving tasks, or case studies. Behavioral/Soft Skills (15-20 mins): Use STAR-based questions (Situation, Task, Action, Result) to assess past experiences. Company & Role Discussion (10 mins): Allow the candidate to ask questions and discuss expectations. Closing (5 mins): Explain the next steps and timeline. 3. Choose the Right Questions General: "Tell me about yourself." Technical: "Can you walk me through how you solved a difficult problem at work?" Behavioral: "Describe a time you handled conflict in a team." Cultural Fit: "What kind of work environment helps you thrive?" 4. Involve Key Stakeholders Consider multiple interviewers: HR, a team leader, or peers. If needed, schedule a second-round interview for deeper assessments. 5. Evaluate and Compare Candidates Use a scoring system based on skills, experience, and answers. Take post-interview notes to compare strengths and gaps.