Interview Preparation
We've turned two decades of interview feedback into a guide and article below to help you maximize your odds of interview success and avoid common pitfalls
COSI's interview Advice
We know preparing for an interview can be stressful. While your COSI recruiter will provide role-specific guidance, this essential advice—gathered from years of successfully placing candidates in the biotech/oncology field—will help you prepare, perform, and land the role.
I. The Preparation Imperative (Do Your Homework)
Know the Science, Know the Market (Your #1 Priority)
Before your interview, the single most critical step is to deeply research the product. Know the drug, its value to the market, and the company pipeline. This demonstrates initiative, intellectual curiosity, and genuine interest in the role and the sector.
Comprehensive Research: Beyond the Drug
Preparation extends beyond the product. To the best of your ability, research and be ready to discuss:
The Company’s Core Values (interviews are often shaped around them).
The Competition and the wider Market Landscape.
The Main Objectives of the Role—be prepared to show you’ve thought through how you will successfully take them on.
Optional, High-Impact Step: Consider drafting a brief 30/60/90 Day Plan.
Virtual & In-Person Logistics
Virtual Interviews: Find a quiet place without distractions and do not drive during the interview. Companies expect your full, undivided attention.
Dress & Setup: Always dress in business professional attire (like a suit), even for virtual calls. For virtual interviews, test your computer, webcam, sound, lighting, and background in advance. Remove distracting clutter from your backdrop.
II. Mastering Question Styles (Concise & Detailed)
Behavioral Questions Require Real Stories
While some interviews are conversational, most include formal, behavioral-based questions (e.g., “Tell me about a time when you…” or “What would you do if…”).
Always have short stories ready about accomplishments and challenges, but be prepared to dive into details immediately when asked.
The best interviewees show, with specifics, how they’ve put strategies into practice, demonstrating a strong track record of success.
The Power of Specificity (Your Role, Results, and Learnings)
Be concise in your responses, but be prepared to provide specifics around:
Your exact role in the situation/accomplishment.
The challenges faced.
The results and recognition.
What you learned and what you could have done better.
Handling Leadership Roles
If you are interviewing for a leadership position, be prepared to provide detailed examples (be concise but ready for depth) in areas such as:
Building high-performing teams.
Developing and implementing strategy.
Leading through change, adversity, and ambiguity.
Developing people, hiring, and firing.
When You Don’t Know the Answer
If you don’t have a relevant example off-hand, do not change the subject. Instead:
Admit you need a moment and ask for a few seconds to think.
If you are early in the interview, you might ask to address a different topic first and come back to the difficult question.
Always ensure you do your best to get back to the original question.
III. The Art of Professionalism & Fit
The Two Core Questions
Hiring managers are fundamentally trying to answer two things:
Will the candidate likely be successful in the role?
Will we enjoy working with this candidate, and will they contribute positively to our team and culture?
Balance and Tone
Interviewing is a balance:
Communicate your value (based on past success) while maintaining humility and teamwork attributes.
Don’t feel pressure to fill silence. A short pause is often fine.
Avoid Profane Language. This leaves a poor impression and creates serious concerns, especially for customer-facing roles.
Addressing Job Changes
If you have changed jobs more than once or twice, be ready to explain your reasons and why you are genuinely interested in this role. Be honest, but always frame the answer positively. Avoid negative reasons such as:
“I was bored” or “ready for a change.”
“I hated my boss.”
Anything overly negative about your previous company.
Treat Every Interviewer as the Decision Maker
Do not take any interviews for granted, even if you have a prior relationship with the hiring manager—there is no such thing as a ‘shoe-in.’ Treat every single person you interview with—from the assistant to the CEO—as if they are the sole decision maker. Companies that value culture and collaboration weigh the entire team’s perspective.
IV. Evaluating & Closing the Opportunity
Expressing Genuine Interest
All candidates evaluate the opportunity, but be mindful of the “vibe” you project. If the interviewer gets the impression of, “Tell me why I should be interested in this job,” they may assume you lack interest or haven’t done your homework. Find the right balance between evaluating the opportunity and expressing sincere excitement for it.
Ask High-Value Questions
Have 2-3 thoughtful questions ready to ask when given the opportunity. Do not make them about compensation, benefits, or anything self-focused that can be addressed later. Ideally, your question should lead back to the value you would bring to the organization in this role.
The Interview is a Sales Process
This analogy is worth remembering:
You are the product.
Be a good listener to identify their challenges.
Determine how your skills (you) can solve those challenges.
Anticipate any potential concerns about your background and be ready to address them confidently and respectfully.
Practice beforehand so nervousness doesn’t hide the real you.
The Sales Close & Follow-Up
Address Concerns: We strongly suggest asking if they have any remaining concerns about your ability to be successful in the role, giving you a chance to address them.
Always ‘Close’: Don’t forget to affirm your interest and ‘close’ the interviewer at the end. That means clearly state that you want the role and ask what the next steps are.
Follow Up: Get business cards and send a thank-you note/email within 24 hours to confirm interest and reinforce your fit. Read your email at least twice to catch typos.
Debrief: Contact your COSI recruiter immediately after the interview to debrief so we can follow up with the hiring manager.
We wish you the best in the interview process!