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.

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.

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.

Be concise in your responses, but be prepared to provide specifics around:

• Your exact role in the situation or accomplishment.
• The challenges faced.
• The results and recognition.
• What you learned - and what you could have done better.

If you are interviewing for a leadership position, be prepared to provide detailed examples - 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.

If you don't have a relevant example off-hand, do not change the subject. Instead:

1. Admit you need a moment and ask for a few seconds to think.
2. If you are early in the interview, you might ask to address a different topic first and come back to the difficult question.
3. Always ensure you do your best to get back to the original question.

Hiring managers are fundamentally trying to answer two things:

1. Will the candidate likely be successful in the role?
2. Will we enjoy working with this candidate and will they contribute positively to our team and culture?

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. It leaves a poor impression - especially for customer-facing roles.

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.

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.

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.

Have 2–3 thoughtful questions ready 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.

• Address concerns: ask if they have any remaining concerns about your ability to be successful in the role - giving you a chance to address them.
• Always 'close': affirm your interest at the end. State that you want the role and ask what the next steps are.
• Follow up: get business cards and send a thank-you note within 24 hours. Read your email at least twice to catch typos.
• Debrief: contact your COSI recruiter immediately after the interview so we can follow up with the hiring manager.