35 ChatGPT Prompts That Get You Ready for Any Interview Question

Help me build a library of STAR method stories for interviews. I'm interviewing for [role] positions. My background: [Describe 5-7 significant professional experiences: projects, challenges, achievements, failures, team situations] For each experience, create a STAR story: Situation (2-3 sentences setting the scene), Task (what you were specifically responsible for), Action (3-5 specific actions you took — this is the longest part), Result (quantified outcome whenever possible). Map each story to the competencies it demonstrates: leadership, problem-solving, teamwork, communication, conflict resolution, adaptability, initiative, technical skill. Create a matrix: for any common interview question, I should know which story to tell.

I'm preparing for behavioral interviews for [role/industry]. Generate the 15 most likely "tell me about a time when..." questions for this role and help me prepare answers. My experience: [brief background] For each question: the question as an interviewer would phrase it, what competency they're actually evaluating, a framework for answering (what to include, what to skip), common mistakes candidates make on this question, and a sample answer outline using my experience (I'll fill in the details). Group questions by theme: leadership, problem-solving, interpersonal skills, adaptability, and initiative.

Help me answer "What's your greatest weakness?" authentically without the cliché "I work too hard" approach. My actual growth areas: [be honest — things you're genuinely working on] Role I'm interviewing for: [position] What I've done to improve: [specific actions] Create 3 genuine weakness answers that: name a real weakness (not a strength in disguise), show self-awareness, demonstrate concrete steps I've taken to improve, include a measurable result of my improvement efforts, and are appropriate for this role (don't name a weakness that's critical for the job). For each answer, provide: the answer script (under 90 seconds when spoken), why this works (what the interviewer is really evaluating), and what NOT to say (red flags that kill this answer).

I'm interviewing at [company name] which values [list known values or culture traits]. The role is [position]. My work style: [describe honestly] What I value: [what matters to you in a workplace] Prepare me for culture fit questions: "Why do you want to work here?" (beyond "it's a great company"), "How do you handle [specific culture aspect: remote work, fast pace, ambiguity, collaboration]?", "Describe your ideal work environment," "How do you handle disagreements with teammates?", and "What motivates you?" For each: show how to align my genuine values with their culture (without faking it), provide specific examples from my experience, and include a "red flag" version to avoid. Also: prepare me to assess if THEIR culture fits ME — this is a two-way evaluation.

I need to explain [career gap/career change/job hopping/being fired/layoff] in my interviews. The situation: [describe honestly what happened] What I did during the gap/transition: [any relevant activities] How it connects to my current career direction: [the narrative] Role I'm applying for: [position] Create an explanation that: is honest without over-sharing, focuses forward (where I'm going) not backward (what went wrong), highlights any skills or perspective gained, takes 60-90 seconds maximum, and doesn't sound defensive or apologetic. Write 3 versions: the brief version (if they don't ask follow-ups), the detailed version (if they probe deeper), and the version for applications that ask about it in writing. Include: what NOT to say (badmouthing former employers, excessive justification, lies).

I have a panel interview with [number] interviewers for [role]. The panel includes: [List each person: name, role, what they likely care about] Help me prepare for: how to address a room (eye contact distribution, who to look at when answering), different priorities for each panelist (what the hiring manager vs HR vs technical lead care about), how to handle contradictory questions from different panelists, strategies for connecting with each person individually, time management (longer answers get cut short in panels), and follow-up strategy (individual thank-yous vs one email). Include a "panel interview cheat sheet" with each person's likely questions and what they're evaluating.

I'm interviewing at [company name] for [role]. Help me prepare thorough company research. What I know so far: [anything you've already found] Interview stage: [phone screen/first round/final round] Research these areas: company overview (mission, products, market position, size, funding stage), recent news (last 6 months — launches, hires, challenges), competitive landscape (who they compete with and how they differentiate), financial health (public: earnings / private: funding, growth signals), culture and values (what they say AND what employees actually say), challenges they likely face (industry trends, competition, scaling), this specific team/department (what they're working on, recent hires), and the interviewer(s) (if names are known — background, interests, content they've published). Create: 5 insights I can reference naturally in the interview, 3 intelligent questions that show I've done homework, and company-specific reasons for "why here?" that go beyond their About page.

I'm interviewing for [specific role] at [company/industry]. My experience level: [years, relevant background]. The job description emphasizes: [Paste key requirements and responsibilities] Generate 20 technical/role-specific questions I'm likely to face, organized by: foundational knowledge (what I should know cold), applied knowledge (how I've used these skills), scenario questions (what would you do if...), and strategic thinking (how do you approach [key responsibility]?). For each question: what they're really evaluating, an answer framework (structure, not scripts), common mistakes to avoid, and how to demonstrate depth without lecturing. Include 5 questions I should ask to demonstrate role-specific expertise.

Give me [number] case study / problem-solving questions for [role/industry] interviews and walk me through how to answer them. Difficulty: [entry-level/mid-level/senior] Format: [structured case, open-ended, whiteboard, take-home] For each case: the full question as an interviewer would present it, a step-by-step framework for approaching it, what interviewers watch for during the process (structured thinking? asking clarifying questions? handling ambiguity?), a sample walkthrough showing strong problem-solving, common pitfalls that weaken your answer, and a "what elevates this from good to great" note. Include one case that's intentionally vague or impossible — because the real test is how you handle uncertainty, not whether you get the "right" answer.

I need to present my work in an interview for [role]. I have [time] minutes. Work samples I want to show: [List 3-5 projects with brief descriptions] Audience: [who's evaluating — hiring manager, team, VP, technical, non-technical] Create a presentation outline that: opens with a brief "about me" that's relevant to the role (30 seconds), presents each project as a mini case study (problem → approach → result), allocates time appropriately (don't spend equal time on everything), connects each project to the requirements of this specific role, includes talking points for each slide, anticipates questions and prepares answers, and ends with a "why I'm excited about this role" close. Include: what to do if they interrupt with questions (welcome them, don't fight them), and how to handle "tell us about a project that failed."

I'm interviewing for a [manager/director/VP] role at [company]. My management experience: [describe]. The role manages: [team size, functions] Key challenges mentioned in job posting: [list them] Prepare me for leadership-specific questions: "How do you build and develop a team?" "Describe your management style," "How do you handle underperformers?" "Tell me about a difficult decision you made," "How do you prioritize competing demands?" "How do you give feedback?" "How do you handle conflict on your team?" "What's your approach to [specific challenge in the job posting]?" For each: answer framework, specific examples I should prepare from my experience, what the interviewer fears (what bad leadership looks like for this question), and how to demonstrate senior thinking (strategic, not tactical).

Conduct a mock interview with me for [role] at [company]. Interview type: [behavioral/technical/case/mixed]. My background: [brief summary] Job description: [paste key requirements] Interview stage: [which round] Ask me 8-10 realistic questions in sequence, as an interviewer would. After each of my responses, provide: what was strong about my answer, what was missing or could be improved, a stronger way to phrase key points, and a rating (weak/adequate/strong/exceptional). At the end, provide: overall assessment, my 3 biggest areas for improvement, the questions I should practice more, and a final score with what it would take to move to "hire" recommendation.

Help me research my market value for salary negotiation. Role: [job title] Location: [city/remote] Experience: [years and key qualifications] Industry: [sector] Company size: [startup/mid-size/enterprise] Current compensation: [if comfortable sharing] Help me build a compensation research framework: where to find reliable salary data for this role, how to adjust for location, company size, and industry, what total compensation includes beyond base salary (bonus, equity, benefits, PTO, etc.), how to calculate my "walk-away number" (minimum I'd accept), my "target number" (what I want), and my "stretch number" (ambitious but defensible). Also: how to handle "what are your salary expectations?" at different stages of the interview process — scripts for deflecting early and discussing when appropriate.

I received a job offer and want to negotiate. Details: Offer: [base, bonus, equity, benefits as offered] My target: [what I want] My walk-away: [minimum I'd accept] Leverage: [other offers, current employment, unique skills] Relationship so far: [how the interview process went, rapport with hiring manager] Company context: [startup with tight budget, large company with bands, etc.] Create a negotiation strategy: timing (when to negotiate after receiving the offer), the opening response (don't accept or reject immediately), how to frame my counter (collaborative, not adversarial), specific talking points for each component (base, bonus, equity, PTO, start date, signing bonus, remote work), scripts for the negotiation conversation, how to handle "the offer is final" (it usually isn't), what to negotiate if salary is truly capped (benefits, title, review timeline, equity), and how to close the negotiation gracefully whether I get what I want or not.

An interviewer or recruiter asked about my current or expected salary. Help me handle this strategically. My situation: [current salary, whether I'm underpaid, whether I'm making a big jump] The role: [position] Location: [some locations ban salary history questions] Stage: [application, phone screen, in-person, post-offer] Provide scripts for each approach: deflection (redirect to their budget/range), range-based response (provide a researched range), disclosure with context (if it makes strategic sense), and salary history ban response (if applicable in my location). For each script: the exact words to say, how to handle pushback if they insist, body language and tone guidance, and when this approach is best vs worst. Also: explain the psychology behind salary anchoring and how it affects me whether I share or not.

I want to negotiate benefits beyond salary for my new role. The base salary is [acceptable/below target but immovable]. What I value: [list what matters to you beyond money] Company: [type/size] Identify all negotiable benefits and for each one: what to ask for (specific and reasonable), how to frame the request, likelihood of getting it (easy/moderate/difficult), and the dollar value it represents. Cover: signing bonus, performance bonus structure, equity/stock options, additional PTO, remote work flexibility, flexible hours, professional development budget, title upgrade, earlier performance review, relocation assistance, home office stipend, parental leave, and sabbatical provisions. Create a prioritized negotiation list — ask for the most important items first. Include a script for: "We can't increase the base salary, but what else can we do?"

I have multiple job offers and need to make a decision. Offer 1: [company, role, compensation, culture, growth potential, commute/remote] Offer 2: [same details] Offer 3: [if applicable] My priorities: [what matters most — money, growth, work-life balance, mission, etc.] My career goals (3-5 years): [where I want to be] Create a decision framework: weighted comparison matrix based on my priorities, total compensation comparison (include benefits, equity value, tax implications), career trajectory analysis (which role accelerates my career most), risk assessment for each option (startup risk, industry outlook, layoff probability), quality of life comparison (commute, hours, flexibility, stress), and the "regret minimization" test (which would I regret NOT taking?). Don't just list pros and cons — make a recommendation based on my stated priorities. Include: how to use one offer as leverage for another (ethically), and how to decline offers gracefully.

Write a thank-you email after my interview for [role] at [company]. Interviewer(s): [name(s) and role(s)] Topics discussed: [key conversation points] Something memorable: [a specific moment, shared interest, or topic that made the conversation unique] My strongest moment: [where I felt I answered well] My concern: [where I feel I could have answered better] Write a thank-you email that: references a specific conversation topic (not generic), reinforces my fit for the role with a brief example, addresses any concern from the interview (briefly strengthens a weak answer), maintains the conversational tone we had, and ends with enthusiasm without desperation. Keep it under 150 words. Timing: send within [X] hours. Write one version per interviewer if I met multiple people (each slightly different).

Generate smart questions I should ask at the end of my interview for [role] at [company]. Interview stage: [first round/hiring manager/final round/executive] Interviewer role: [HR, hiring manager, team member, VP] What I want to learn: [genuine concerns about the role, team, company] Create 15 questions organized by: role and expectations ("What does success look like in the first 90 days?"), team dynamics, company direction and stability, growth and development, and culture and day-to-day experience. For each question: why this question is valuable (what it reveals), what to listen for in the answer (green flags and red flags), and which questions to ask which interviewer type (don't ask HR about technical architecture). Include 3 "insider" questions that show deep research and impress interviewers.

I interviewed [X days/weeks] ago and haven't heard back. Help me follow up professionally. Timeline: [interview date, any stated timeline they gave] Last communication: [what was said about next steps] My status: [do I have other offers, deadlines?] Relationship: [who's my contact — recruiter, hiring manager, HR] Write follow-up messages for: first follow-up (gentle check-in), second follow-up (if no response to first), follow-up when I have a competing offer (creates urgency without being pushy), and the "final" follow-up (graceful exit if they've ghosted). For each: email subject line, message body (under 100 words), optimal timing, and what NOT to say (desperation, guilt-tripping, passive aggression). Include guidance on when to move on and stop following up.

I have a virtual interview via [Zoom/Teams/Google Meet] for [role]. Help me prepare the technical and presentation aspects. Setup: [laptop/desktop, webcam quality, room I'll be in] Concerns: [lighting, background, internet, distractions] Create a virtual interview checklist: technical setup (camera position, lighting, audio test, backup plan), environment (background, noise, interruption prevention), appearance (what to wear for camera, grooming for video), technology prep (app installed, link tested, phone charged as backup), the first 30 seconds (how to greet, camera etiquette, building rapport remotely), during the interview (eye contact = look at camera, not screen; hand gestures; energy level), and how to share screen if needed. Include a "morning of" checklist and troubleshooting for: internet drops, audio issues, and unexpected interruptions.

I need to decline a job offer from [company] for [role]. Reason: [accepted another offer / not the right fit / compensation / location / timing]. Relationship: [how positive was the process? anyone I want to maintain a relationship with?] Future interest: [might I want to work here someday?] Write a decline email that: thanks them genuinely for the opportunity and their time, declines clearly (no ambiguity), briefly explains my reason (honest but diplomatic — never burn bridges), expresses interest in staying connected (if genuine), and maintains the relationship for future opportunities. Write two versions: one for the recruiter/HR and one for the hiring manager (more personal). Include a LinkedIn connection message to send afterward.

I need to prepare references for my job search. My potential references: [List 4-6 people: name, relationship, how long ago you worked together, their current role] Role I'm targeting: [position] Skills the role requires: [key competencies] Help me: select the 3 best references for THIS specific role (match reference strength to role requirements), write a request email asking them to be a reference, create a briefing document for each reference (what to emphasize, the role I'm applying for, stories I'd love them to mention), prepare them for likely questions ("what's their weakness?" "would you rehire them?"), and suggest what to do if I don't have a reference for a specific requirement. Also: explain reference check etiquette — when to provide references, how to prep them, and how to thank them afterward.

Create an elevator pitch for my job search. Current/recent role: [title and company] Years of experience: [number] Key skills: [top 3-5 strengths] Target role: [what I'm looking for] Unique value: [what makes me different from other candidates] Create 3 versions: 15-second version (networking events, casual encounters), 30-second version (career fairs, recruiter calls), and 60-second version (informational interviews, panel introductions). Each version should: lead with a hook (not "I'm a [title] at [company]"), communicate my unique value clearly, be conversational (not rehearsed-sounding), end with a natural next step (question, card exchange, meeting request), and be adaptable for different audiences (technical, non-technical, executive). Include practice tips for delivering it naturally.

Help me optimize my LinkedIn profile for my job search targeting [role/industry]. Current headline: [what it says now] Current about section: [paste or describe] Experience section: [describe quality] Target roles: [what I want to be found for] Optimize: headline (keyword-rich, not just current title), about section (first person, value proposition, keywords, call to action), experience section (achievement-oriented bullets, not job descriptions), skills section (prioritize what recruiters search for), and featured section (what to showcase). Include: 10 keywords to include throughout my profile, a connection strategy for reaching hiring managers, a content strategy (what to post/share to be visible), and how to signal "open to opportunities" without alerting my current employer.

I'm changing careers from [current field] to [target field]. My transferable skills: [list them]. Relevant experience: [anything that connects]. Biggest concerns: [what worries you about the transition] Progress so far: [courses, projects, networking done] Help me: build a narrative that connects my old career to my new one (the "bridge story"), identify which of my skills transfer directly and which need development, reframe my resume experience for the new field, prepare for "why are you changing careers?" (the #1 question), address the experience gap honestly (what I bring vs what I need to learn), and create a 90-day action plan for making the transition credible. Include: how to network into a new industry when you have no contacts, and how to get your foot in the door when you're "overqualified" for entry-level but "underqualified" for your experience level.

I'm interviewing for [role] at [company] and want to present a 30-60-90 day plan. Based on the job description: [Paste job description] My relevant experience: [brief background] Create a 30-60-90 day plan that: Days 1-30 (Learn): focuses on understanding the team, processes, stakeholders, and current state. Days 31-60 (Contribute): begins adding value with quick wins and deeper involvement. Days 61-90 (Lead): drives initiatives, proposes improvements, and operates independently. For each phase: specific goals, actions, success metrics, and questions to ask. The plan should demonstrate: strategic thinking, humility (not proposing changes before understanding), proactive value creation, and alignment with the company's stated goals. Present it as a one-page document suitable for the interview.

I struggle with interview anxiety and confidence. Symptoms: [describe — nervous speaking, blanking on answers, imposter syndrome, rambling, etc.]. Upcoming interview: [when, for what role] Past experience: [what happened in previous interviews] Strengths: [what I'm actually good at] Create a confidence-building plan: pre-interview anxiety management (breathing, visualization, power posing — what actually works), reframing techniques (from "they're evaluating me" to "we're having a conversation about a mutual fit"), specific preparations that reduce anxiety (preparation is the best anxiolytic), in-the-moment techniques for blanking or rambling, body language that projects confidence even when you don't feel it, and post-interview self-compassion (regardless of outcome). Include: affirmations that aren't cheesy (grounded in my actual strengths), and a pre-interview routine to follow the morning of.

I'm interviewing at a [stage: seed/Series A/B/C/growth] startup in [industry]. The role is [position]. Team size: [if known] Funding: [if known] My background: [corporate/startup/mixed] Prepare me for startup-specific dynamics: how startup interviews differ from corporate (speed, informality, breadth of role), questions about ambiguity tolerance, wearing multiple hats, and working without structure, how to demonstrate startup-readiness without startup experience, equity conversation preparation (what to ask, how to evaluate), questions to assess the startup's viability (runway, growth metrics, retention), and red flags to watch for (toxic hustle culture masquerading as "startup energy"). Include: how to signal culture fit without losing your authenticity, and how to ask about work-life balance without seeming uncommitted.

I'm interviewing for a consulting role at [firm type: MBB/Big 4/boutique/internal]. Level: [analyst/associate/manager/senior]. My background: [relevant experience] Case experience: [how many cases I've practiced] Prepare me for: case interview frameworks (profitability, market entry, M&A, operations, pricing), behavioral questions specific to consulting ("Why consulting?" "Tell me about a time you influenced without authority"), the "fit" portion (personal impact, leadership, entrepreneurial drive, teamwork), market sizing questions with step-by-step approach, and presentation or written case format (if applicable). Include: 3 practice cases with solutions, a framework for structuring ANY case (not just memorized frameworks), how to buy thinking time gracefully, and the specific traits [firm type] evaluates that differ from other consulting firms.

I'm interviewing at a remote-first or distributed company for [role]. My remote experience: [fully remote/hybrid/none] Time zone: [where I'm located vs company HQ] Home office: [describe setup] Prepare me for remote-specific questions: "How do you stay productive working from home?" "How do you collaborate asynchronously?" "How do you handle isolation or disconnection?" "Describe your home office setup," "How do you manage work-life boundaries remotely?" "How do you build relationships with teammates you've never met in person?" For each: what they're really evaluating, an answer framework with specific examples, what remote-first companies value most (communication, documentation, self-management, trust), and how to demonstrate async communication skills during the interview itself.

I'm interviewing for a [C-suite/VP/Director] position. The interview includes meetings with: [List: CEO, board members, peer executives, direct reports, etc.] My background: [relevant executive experience] Prepare me for: board-level strategic questions (vision, market positioning, growth strategy), peer evaluation (how other executives assess if you'll be a good partner), direct report meetings (how they assess if you'll be a good leader), "first 100 days" discussion (what you'd prioritize), crisis management scenarios, culture and values alignment at the executive level, and the politics and dynamics of executive interviews. For each audience: what they're evaluating, how to adjust your communication style, and the one thing that would make them champion your candidacy. Include: how to handle the "what questions do you have for us?" at the executive level — generic questions are a disqualifier.

I just had an interview that went poorly. What happened: [Describe: blanked on a question, gave a bad answer, was too nervous, technical challenge went wrong, said something awkward, ran out of time, etc.] Role: [position] Company: [company] How much I want this job: [scale 1-10] Help me: assess the damage honestly (was it as bad as I think?), determine if recovery is possible, write a follow-up email that addresses the weak moment without over-apologizing, decide whether to proactively address it or leave it alone, reframe the experience for my own confidence, and prepare better for the next interview (whether with this company or another). Include: the psychology of why interviews feel worse than they are, how interviewers actually evaluate (one bad answer rarely kills a candidacy), and how to move forward whether I get this job or not.