I had no idea this would resonate with over 20K people…but I’m not surprised.
Earlier this week, I posted a TikTok where I flipped the interview script — and it hit a nerve.
Instead of the standard, softball, “What do you like about working here?” or “What’s the culture like?” I turned the below behavioral based questions on the interviewer—specifically, your future leader.
“Tell me about a time when your team was underperforming or had low morale, and you had to change your leadership style.”
“I saw the company recently went through some layoffs. How have you coached and supported your team through that really traumatic event?”
“Tell me about a time you made a decision that negatively impacted your team — and what steps did you take to improve going forward so it didn’t happen again.”
“When one of your direct reports comes to you and says they’re ready for more challenge or responsibility, how do you respond?”
“Tell me about a time when a tried-and-true method for solving a company problem stopped working — and you had to talk to your leadership about it.”
If you’re new here — I’m Tessa, a recruiter and talent strategist with 12+ years of experience, 7,000+ interview hours, 1,000+ hires, and a track record of building three successful tech talent programs. Simply put: I’ve sat in the rooms where hiring decisions get made.
And I’ve designed the interview questions, coached the leaders, and built the systems that power company growth.
In less than 24-hours this video reached 10K people…and in a week, it’s more than doubled. And that reaffirmed something for me: we’re living in a moment where regular people are hungry for any power they can take back.
Layoffs, billionaire headlines, benefits slashed, rights revoked — and when you can’t control the economy, your company, or even your job security…you start looking for smaller levers.
The interview is one of them.
Here are three big takeaways from that video — and what the response says about where we are right now:
1️⃣ Questions = Power
These aren’t trick questions — they’re the same ones I used as a recruiter. For years, I built and ran interview programs for tech teams that actually worked: 91%+ offer acceptance rates and 91%+ employee satisfaction for over five years.
Those numbers weren’t luck. They came from asking better questions — questions that revealed how people:
🧠 Think
🫱🏼🫲🏽 Lead
⛑️ And recover
When things (inevitably) go sideways.
So when I flipped those same questions toward hiring managers, it wasn’t to be clever, to fool, or trick them. It was to model due diligence.
If these are the standards leaders hold you to, it’s fair to hold them to the same.
It’s not a Star Wars league of rebellion, but it’s one of the ways you, as a candidate or employee, can step into your power and insert some balance back into the process. If candidates are expected to reflect and self-assess, leaders should be too.
After all…interviewing is a two-way conversation.
2️⃣ The Reaction Is the Real Answer
This was the top theme in the comments — and honestly, it’s the one I agree with most.
It’s not just what they say; it’s how they respond when you ask.
Do they pause? Reflect? Get defensive? Do they seem curious — or a little annoyed?
Those reactions tell you everything about how they’ll handle feedback, pressure, and accountability once you’re on the team.
If someone bristles at a thoughtful question in an interview, that’s not really a bad sign — but useful data for you to vet your future company, environment, and leader(s).
So pay attention, babe. Because they're saying a lot in what's unsaid.
3️⃣ Fear ≠ Protection
A handful of comments came in with some version of:
🔻They’ll just lie.
🔻Not in this economy.
🔻You’ll get dropped for asking that.
And sure — that fear makes sense. Could they lie? Yeah, they could. But if we’re honest, that’s true of everyone, everywhere, at any time. Could they get mad, drop you from the process, or ghost you? Yep. They could do that too.
That’s not new. And if we’re being really honest, isn’t that already happening — even when you play it safe?
What’s new is our willingness to ask better questions anyway.
Playing small and shrinking down has never guaranteed you protection. It actually keeps you invisible. And in a tight, employer’s market like this one — where competition is steep — that’s detrimental to you.
Which is exactly why you can’t afford to blend in.
I’ve spent more than 7,000 hours in interviews, and I can tell you: the candidates who stand out show up curious, prepared, and willing to engage as equals.
💡How I know: I've consulted with hundreds of hiring teams and their #1 gripe was always,
"The candidate didn't have any questions for me" OR "They didn't ask me very good questions…"
The Takeaway
These questions hit because they weren’t completely about interviews — not really. At the end of the day, it’s about the power you have and granting yourself permission (and dare I say, the audacity 😏).
You can’t control the market, or layoffs, or who ghosts you…But you can control how you show up — and what you ask for.
So take back a little bit of your power today. I’ll be cheering you on.
👉🏽 P.S. Want to go deeper into how to interview like a recruiter — how to stand out, ask smarter questions, and actually feel confident again? I created a FREE 60-minute masterclass you can watch anytime.
It’s practical, real-world strategy straight from the hiring rooms I’ve spent over a decade inside. Plus, you get a bonus workbook to set you up, and a FREE LinkedIn audit with me once you’ve watched.
And if you haven’t seen it yet, here’s the TikTok that started it all ⤵️
