--- title: "How to Make a Great Impression in a Job… | Metaintro" canonical: "https://www.metaintro.com/blog/make-great-job-interview-impression" language: "en" author: "henryrussel" published: "2025-12-10T11:30:00.000Z" modified: "2025-12-10T14:43:03.400Z" --- [Back to Blog](/blog) [Self Help](/blog/tag/self-help) # How to Make a Great Impression in a Job Interview You’ve landed the interview—now the real challenge begins. When multiple candidates look equally strong on paper, small details decide who gets the offer. This guide breaks down what actually makes candidates stand out, from preparation to follow-up. [![Henry Russell](https://cdn.metaintro.com/rs:fill:40:40/q:72/plain/images/f5e58760-861d-453c-8acc-e70ec1958bd8_1766029465093.png)Henry Russell @henryrussell](/blog/author/henryrussel) [December 10, 2025](/blog/archive/2025/12)20 min read ![How to Make a Great Impression in a Job Interview](https://cdn.metaintro.com/rs:fill:1200:675/q:78/plain/images/interview-29.png) [https://x.com/intent/tweet?text=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression](https://x.com/intent/tweet?text=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression)[http://www.facebook.com/sharer.php?u=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression](http://www.facebook.com/sharer.php?u=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression)[https://www.linkedin.com/sharing/share-offsite/?url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression&title=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview](https://www.linkedin.com/sharing/share-offsite/?url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression&title=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview)[mailto:?subject=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&body=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression](mailto:?subject=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&body=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression) **The Real Stakes: Why Interview Performance Matters More Than Ever** In a job market where: - **Competition is intense:** That [project manager ↗](https://www.metaintro.com?q=help%20me%20find%20a%20project%20manager%20job) role you're interviewing for? There are probably 200+ applicants, with 10-15 making it to interviews - **AI is screening resumes:** You got the interview partly because you passed algorithmic filters, but now you need to prove you're human and capable - **Hiring is expensive and risky:** Companies are more cautious, conducting more interview rounds and scrutinizing candidates harder - **Skills matter less than fit:** When multiple candidates can do the job, culture fit and communication skills become the differentiators Your interview performance isn't just about answering questions correctly—it's about making the [hiring team ↗](https://www.metaintro.com?q=help%20me%20find%20a%20hiring%20team%20job) believe you're the person they want to work with every day. That's harder than it sounds. Let's break down how to actually do it. --- **Before the Interview: Preparation That Actually Matters** Most interview advice tells you to "prepare." Here's what preparation actually looks like when you're serious: **1. Research the Company (But Not the Way You Think)** **Don't just:** Read the "About Us" page and memorize the mission statement. **Actually do this:** **Find recent news and challenges:** - Google "[Company Name] news" and filter by last 3 months - Check if they've had layoffs, leadership changes, acquisitions, product launches - Read their recent earnings reports or press releases (if public) - Look at Glassdoor reviews to understand internal culture and challenges **Why this matters:** When you can reference recent developments ("I saw you just launched X product—how is that changing the team's priorities?"), you demonstrate genuine interest and business awareness. **Understand who you're interviewing with:** - LinkedIn stalk your interviewers (everyone does this, do it well) - Note their career paths, how long they've been at the company, what they post about - Find commonalities (alumni connections, shared interests, previous companies) - Understand their role relative to the position you're applying for **Why this matters:** People hire people they like and relate to. Finding genuine connection points helps build rapport. **Map the competitive landscape:** - Who are the company's main competitors? - What challenges does the industry face? - How is this company positioned differently? **Why this matters:** [Business analysts ↗](https://www.metaintro.com?q=help%20me%20find%20a%20business%20analyst%20job), [marketing managers ↗](https://www.metaintro.com?q=help%20me%20find%20a%20marketing%20manager%20job), [sales representatives ↗](https://www.metaintro.com?q=help%20me%20find%20a%20sales%20representative%20job)—almost every role benefits from understanding the competitive context. It shows strategic thinking. **2. Practice Your Answers (But Not By Memorizing Scripts)** **The trap:** Memorizing perfect answers that sound rehearsed and robotic when you deliver them. **Better approach: Prepare frameworks, not scripts** **For "Tell me about yourself":** - 30 seconds on your background and how you got here - 60 seconds on your most relevant experience and achievements - 30 seconds on why you're interested in this specific role at this specific company **Practice this until the structure is automatic, but the exact words vary each time. You want natural delivery, not recitation.** **For behavioral questions ("Tell me about a time when..."):** Master the STAR method: - **Situation:** Set the context briefly (1-2 sentences) - **Task:** What were you responsible for? - **Action:** What did YOU specifically do? (This is the most important part) - **Result:** What was the measurable outcome? **Prepare 5-7 strong STAR stories that cover:** - Overcoming a significant challenge - Leading a team or project - Handling conflict or disagreement - Making a difficult decision - Failing and learning from it - Improving a process or achieving exceptional results - Working under pressure or tight deadlines **Why this matters:** Most behavioral questions can be answered with variations of these stories. Having them prepared means you never stumble or ramble. **For salary questions:** - Research market rates for the role (use Metaintro to see actual salary data from real job postings) - Know your minimum acceptable number (don't share this) - Prepare a range that's slightly higher than your target (they'll negotiate down) - Have justification ready based on your experience and market rates **Practice deflection if asked too early:** "I'm more interested in finding the right fit first. Once we both feel this is a good match, I'm confident we can agree on fair compensation. What range has been budgeted for this role?" **3. Reread the Job Description Like Your Career Depends On It (It Does)** **What most people do:** Skim the job description once when applying, never look at it again. **What you should do:** - Print it out and highlight every required skill, qualification, and responsibility - For each highlighted item, prepare a specific example from your experience - Identify gaps where you don't perfectly match—prepare honest but positive responses - Note the exact language they use (if they say "stakeholder management," use that phrase, not "working with partners") **Why this matters:** Interviewers are literally checking boxes based on the job description. Making it easy for them to check yours increases your odds dramatically. **For**[**software developer ↗**](https://www.metaintro.com?q=help%20me%20find%20a%20software%20developer%20job)**roles:** If the JD mentions "Python, AWS, microservices," structure your answers around those specific technologies **For**[**account manager ↗**](https://www.metaintro.com?q=help%20me%20find%20an%20account%20manager%20job)**roles:** If they emphasize "relationship building and renewal rates," prepare examples demonstrating exactly that **4. Prepare Your Own Questions (This Matters More Than You Think)** **Bad questions:** - "What does your company do?" (You should already know) - "What's the salary range?" (Too transactional too early) - "Do you offer remote work?" (Fine to ask, but not as your only question) **Good questions that show strategic thinking:** **About the role:** - "Can you walk me through what a typical first 90 days would look like in this position?" - "What does success look like in this role after 6 months? After a year?" - "What are the biggest challenges the person in this role will face?" - "How would you describe the characteristics of someone who would succeed in this role?" **About the team and company:** - "How does this role interact with other departments?" - "Can you tell me about the team I'd be working with?" - "What's your management style?" (if interviewing with direct manager) - "What do you like most about working here?" (Everyone loves talking about themselves) **About growth and trajectory:** - "What does the typical career path look like for someone in this role?" - "How does the company support professional development?" - "Can you give me examples of people who've grown within the organization?" **Strategic questions that impress:** - "I noticed [recent news about company]—how is that affecting the team's priorities?" - "What keeps you up at night about this role or department?" - "If you could change one thing about this role, what would it be?" **Why this matters:** Your questions reveal how you think. Strategic, thoughtful questions demonstrate you're evaluating fit seriously—not desperately taking any job. **5. Plan Your Attire (Yes, This Still Matters)** **The rule:** Dress one level above the company's normal dress code. **If it's business casual:** Wear business professional **If it's casual (hoodies and jeans):** Wear business casual **If it's business professional:** Wear your best business professional **When in doubt:** Err on the side of more professional—you can always dress down once hired, but you can't undo looking unprepared **For virtual interviews:** - Solid colors (avoid busy patterns that can look strange on camera) - Top matters more than bottom (but wear pants anyway—you might need to stand) - Test your lighting and background beforehand - Remove distracting background items **Why this matters:** Fair or not, people make judgments in the first 7 seconds. Dressing appropriately shows you take the opportunity seriously. **6. Prepare Your Materials** **Bring:** - 5+ copies of your resume on nice paper (even if they "already have it") - Portfolio or work samples if relevant to the role - Notebook and nice pen (not your phone for notes) - List of references with contact info (formatted professionally) - Questions you prepared (written down so you don't forget) - Copies of any certifications or credentials mentioned in your resume **Why this matters:** Being prepared for every scenario shows organizational skills. When they say "Can I see your portfolio?" and you have it ready, you look professional. --- **During the Interview: Execution That Closes the Deal** Preparation gets you ready. Execution gets you the offer. **7. Arrive Early (But Not Too Early)** **The timing:** - For in-person: 10-15 minutes early to the building, 5 minutes early to reception - For virtual: Log in 5 minutes early to test tech, join call exactly on time **Why this matters:** - Shows respect for their time - Gives you buffer for unexpected issues - Lets you observe the workplace environment - Arriving late (even 2 minutes) starts you in a hole **Pro tip:** If you arrive more than 15 minutes early to an in-person interview, wait in your car or at a nearby coffee shop. Showing up 30 minutes early puts awkward pressure on the interviewer. **8. Treat Everyone You Encounter Like They're the Hiring Manager (Because They Might Influence the Decision)** **Who matters:** - [Receptionists ↗](https://www.metaintro.com?q=help%20me%20find%20a%20receptionist%20job) and front desk staff - People you pass in hallways - Anyone who walks you to the interview room - [Administrative assistants ↗](https://www.metaintro.com?q=help%20me%20find%20an%20administrative%20assistant%20job) and [coordinators ↗](https://www.metaintro.com?q=help%20me%20find%20a%20coordinator%20job) **Why this matters:** Many companies ask support staff for feedback on candidates. "How did they treat you?" is a common question. Being dismissive or rude to anyone is disqualifying. **Be warm, friendly, professional to everyone.** Remember their names when introduced. Thank them genuinely. **9. Master the First Impression (You Have About 7 Seconds)** **The handshake (if in-person):** - Firm but not crushing - Make eye contact - Smile genuinely - If you have sweaty hands (many people do when nervous), discreetly dry them right before **The virtual greeting:** - Smile when you appear on camera - Make eye contact with the camera (not the screen) - Enthusiastic but not manic: "Hi! Thanks so much for taking the time to meet with me today" **Body language throughout:** - Sit up straight but not rigid - Lean slightly forward (shows engagement) - Make regular eye contact (not staring, not avoiding) - Nod occasionally when they're speaking - Use hand gestures naturally when speaking (not wildly) - Don't fidget, tap feet, play with hair, check phone **Why this matters:** Nonverbal communication accounts for 55% of first impressions. You can say all the right words and still lose the job with poor body language. **10. Answer Questions Using the STAR Method (But Keep It Concise)** **The problem most people have:** Rambling answers that lose the interviewer's attention. **The solution:** STAR format, but aim for 90-120 seconds per answer. **Example: "Tell me about a time you dealt with a difficult team member"** **Bad answer (too vague):** "Oh yeah, I've definitely dealt with difficult people. At my last job there was this one guy who just didn't pull his weight and it was really frustrating for everyone. But I tried to be patient and eventually it worked out." **Good answer (STAR, concise, specific):** "In my previous role as [position], we had a [situation: team member who consistently missed deadlines, affecting our project timeline]. My [task: responsibility was to deliver the project on time while maintaining team morale]. I [action: scheduled a one-on-one meeting to understand his challenges, discovered he was overwhelmed with competing priorities, worked with our manager to redistribute workload, and set up weekly check-ins for accountability]. As a [result: we completed the project only one week late instead of the projected month, and his performance improved significantly—he even received a positive review that quarter]." **Why this works:** - Specific and detailed (proves it actually happened) - Shows your problem-solving approach - Demonstrates soft skills (empathy, communication, leadership) - Quantifies the outcome - Takes about 90 seconds to say **11. Tie Every Answer Back to the Job Requirements** **The technique:** After answering any question, explicitly connect it to the role. **Example:** [After describing a challenging project you led] "This experience directly relates to what you mentioned about needing someone who can manage cross-functional teams and deliver under tight deadlines, which I understand is a key part of this role." **Why this matters:** You're doing the mental work for the interviewer. They don't have to figure out if your experience is relevant—you're telling them it is. **12. Be Honest About Weaknesses (But Strategic)** **When asked "What's your biggest weakness?":** **Don't say:** - "I'm a perfectionist" (cliché, everyone knows you're gaming the question) - "I work too hard" (same problem) - Actual disqualifying weaknesses ("I struggle with deadlines") **Do say:** Pick a real but minor weakness, explain how you're actively working on it, and show self-awareness. **Example:** "I've historically struggled with public speaking—it's not naturally comfortable for me. I recognized this was limiting my impact, so over the past year I've joined Toastmasters and volunteered to present at team meetings. I'm still not the most dynamic speaker in the room, but I've gotten much more confident, and my last presentation to leadership was well-received. It's ongoing work, but I'm seeing progress." **Why this works:** - Honest (not a humblebrag disguised as weakness) - Shows self-awareness and growth mindset - Demonstrates initiative to improve - Not disqualifying for most roles **13. Stay Relentlessly Positive (Even When Discussing Negative Situations)** **Never:** - Badmouth previous employers, [managers ↗](https://www.metaintro.com?q=help%20me%20find%20a%20manager%20position%20job), or colleagues - Complain about being underpaid or underappreciated - Blame others for failures - Speak negatively about your current situation **Instead:** - Frame challenges as learning opportunities - Discuss what you gained from difficult situations - Take ownership of mistakes while explaining what you learned - Express enthusiasm for the future more than frustration with the past **Example of reframing:** **If asked why you're leaving your current role:** **Bad:** "My manager is a micromanager who doesn't trust anyone and the company culture is toxic. I'm totally burned out." **Good:** "I've learned a lot in my current role, especially [specific skills]. I'm at a point where I'm ready for new challenges and more autonomy to make strategic decisions. When I saw this opportunity, it aligned perfectly with where I want to take my career next—specifically [things this new role offers]." **Why this matters:** Hiring managers worry that someone who complains about previous employers will eventually complain about them. Positivity signals professionalism and emotional maturity. **14. Ask Clarifying Questions When Needed** **Don't:** Guess at what they're asking and answer the wrong question. **Do:** Politely ask for clarification if you're unsure. **Examples:** - "That's a great question. Just to make sure I'm addressing what you're asking, are you more interested in [X] or [Y]?" - "Can you tell me a bit more about what you mean by [term they used]?" - "I want to give you the most relevant example—is there a specific aspect of [topic] you'd like me to focus on?" **Why this matters:** It's better to take 5 seconds to clarify than spend 2 minutes answering the wrong question. Plus, it shows you listen carefully. **15. Read the Room and Adapt** **Pay attention to:** - Are they engaged and asking follow-up questions? (Good—they're interested) - Are they checking the time or seeming distracted? (Bad—maybe your answers are too long) - Are they smiling and relaxed? (Match that energy) - Are they formal and structured? (Match that tone) **Adapt accordingly:** - If losing their attention, shorten your answers - If they're loving a topic, lean into it more - If they're formal, don't get too casual - If they're warm and conversational, you can relax slightly **Why this matters:** Social intelligence and adaptability are skills every role needs. Showing you can read cues and adjust is itself impressive. **16. End Strong: Ask About Next Steps** **Before leaving, always ask:** "What are the next steps in the process?" "When should I expect to hear back?" "Is there anything else you need from me?" **Why this matters:** - Shows you're organized and want to move forward - Gives you timeline to manage expectations - Opens door for any remaining concerns they have --- **After the Interview: Follow-Up That Keeps You Top of Mind** Most candidates think the interview ends when they leave the room. Wrong. Follow-up can make or break close decisions. **17. Take Notes Immediately After Leaving** **As soon as you get to your car or step outside:** - Write down names of everyone you met (check business cards) - Note specific topics discussed with each person - Record any concerns they raised or areas they seemed interested in - Write down any details they shared about themselves (kids, hobbies, previous companies) **Why this matters:** You'll use these notes to customize thank-you messages and reference specific conversations. Generic thank-yous are forgettable. **18. Send Thank-You Emails Within 24 Hours (Customized, Not Template)** **Timing:** - Morning interview: Send thank-yous same day by evening - Afternoon interview: Send thank-yous next morning **Structure for each thank-you:** **Subject:** "Thank you - [Position Title] interview" **Body:** - Open with genuine thanks for their time - Reference specific conversation point from YOUR interaction with this person - Reiterate your interest and why you're excited about the role - Address any concerns that came up (if applicable) - Close professionally **Example:** "Hi [Name], Thank you for taking the time to speak with me about the [position] role yesterday. I particularly enjoyed our discussion about [specific topic they mentioned]—your perspective on [detail] was really insightful. Our conversation reinforced my enthusiasm for this opportunity. The challenges you described around [specific challenge] are exactly the type of problems I'm energized by, and my experience with [relevant experience] would allow me to contribute immediately. I'm very excited about the possibility of joining the team and contributing to [specific goal or project they mentioned]. Please don't hesitate to reach out if you need any additional information from me. Thanks again for your time and consideration. Best, [Your name]" **Why this matters:** - Shows professionalism and attention to detail - Keeps you top of mind - Addresses any concerns that came up - Differentiates you from candidates who send generic or no thank-yous **19. Connect on LinkedIn (Strategically)** **When to do it:** Within 2-3 days of interview **How to do it:** - Send personalized connection request referencing your interview - Don't be pushy about the role - Engage with their content if they post (like/thoughtful comment) **Why this matters:** Builds your professional network regardless of outcome, keeps you visible, shows you're genuinely interested in them as professionals not just as gatekeepers to a job. **20. Follow Up Appropriately if You Don't Hear Back** **If they said "we'll be in touch by Friday" and Friday passes:** - Wait until Monday or Tuesday - Send polite follow-up: "Hi [Name], I wanted to follow up on the [position] role. I remain very interested and excited about the opportunity. Do you have any updates on the timeline? Thanks again for your consideration." **If they didn't give a timeline:** - Wait 1 week, then follow up once - If still no response after 2 weeks total, assume you didn't get it and move on **Why this matters:** Shows interest without being annoying. One follow-up is professional. Multiple follow-ups seem desperate. --- **The Uncomfortable Truth About Interview Performance** Here's what most interview advice won't tell you: **Sometimes you do everything right and still don't get the job.** - They had an internal candidate they were required to interview others for - Someone knew someone (networking beat your interview performance) - Budget got cut and role was eliminated - They decided to go a different direction entirely - You were great but someone else was slightly better fit **This doesn't mean your interview was bad. It means hiring is partially outside your control.** **What you CAN control:** - Your preparation and research - Your answers and how you present yourself - Your professionalism and follow-up - How many interviews you get (by applying strategically to roles you're qualified for) **What you CANNOT control:** - Whether there's an internal favorite - Whether someone has a connection you don't - Whether the role actually exists or gets funded - Whether your personality meshes with the interviewer's preferences - Unconscious bias (unfortunately still a factor) **The strategy:** Interview so well that you're the obvious choice when factors you can control are what matters. Perfect your preparation, execution, and follow-up so that if you don't get the job, it's due to factors beyond your control—not because you underperformed. --- **Special Situations: Adapting Your Approach** **Virtual Interviews:** - Test tech 30 minutes before (camera, audio, lighting, background) - Have backup plan (phone number to call if tech fails) - Look at camera when speaking (not the screen) - Minimize distractions (close other tabs, silence phone, tell household you're interviewing) - Dress professionally top to bottom (you might need to stand) **Panel Interviews:** - Make eye contact with the person asking the question, but glance at others periodically - Get business cards from everyone or write down names as introduced - Send individual thank-yous to each panelist with customized content **Phone Interviews:** - Stand up or walk while talking (improves voice energy) - Smile while speaking (yes, it comes through in your voice) - Have notes and resume in front of you for reference - Eliminate background noise completely **Working Interviews/Assignments:** - Clarify expectations and timeline upfront - Treat it as seriously as paid work - Document your process and thinking, not just final deliverables - Follow up with questions if anything is unclear --- **Red Flags to Watch For (That Should Make YOU Reconsider)** Interviews aren't just employers evaluating you—you're evaluating them. Watch for: **Interview process red flags:** - Interviewer is unprepared, hasn't read your resume - Interviewer is rude, dismissive, or talks the entire time - Multiple cancellations or reschedules without explanation - Pressure to accept on the spot - Unwilling to discuss salary or deflects questions about compensation - Can't articulate clear job responsibilities or expectations - Describes "fast-paced environment" in a way that sounds chaotic **Company red flags:** - Everyone looks stressed and unhappy - High turnover mentioned casually - Unrealistic expectations for the role - Role responsibilities very different from job description - [Manager ↗](https://www.metaintro.com?q=help%20me%20find%20a%20manager%20role%20job) has been there less than 6 months (especially if they're replacing someone who left) **Trust your gut.** If something feels off, it probably is. --- **The Bottom Line: Interviews Are Performances (And Practice Makes Better)** The brutal truth: interviewing is a skill distinct from actually doing the job. Some excellent workers interview poorly. Some mediocre workers interview brilliantly. **Your goal isn't to be the best candidate—it's to interview like the best candidate.** That means: - Preparing more thoroughly than others - Answering more strategically - Connecting more authentically - Following up more professionally - Making it easier for them to say yes Every interview is practice for the next one. Even if you don't get the job, you're building skills that will serve you throughout your career. Two equally qualified candidates walk into interviews. One has natural charisma and wings it. One prepared extensively and executes systematically. Guess who gets the offer? It's not always the most qualified person. It's the person who interviewed best. Be that person. --- **Takeaways:** 1. **Interview success comes from strategic preparation—not just reading the "About Us" page, but researching recent company news, understanding your interviewers' backgrounds, and preparing 5-7 STAR stories that can answer most behavioral questions with specific, measurable results.** 2. **During the interview, your goal isn't just answering questions correctly but making it easy for the interviewer to see why you're the right fit—tie every answer explicitly back to job requirements, keep responses concise (90-120 seconds), stay relentlessly positive, and read the room to adapt your approach in real-time.** 3. **Follow-up matters more than most candidates realize—send customized thank-you emails within 24 hours referencing specific conversations with each interviewer, strategically connect on LinkedIn, and follow up once if you don't hear back by their stated timeline, because close hiring decisions often come down to who showed the most professionalism and genuine interest throughout the entire process.** ### Share this article [https://x.com/intent/tweet?text=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression](https://x.com/intent/tweet?text=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression)[http://www.facebook.com/sharer.php?u=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression](http://www.facebook.com/sharer.php?u=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression)[https://www.linkedin.com/sharing/share-offsite/?url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression&title=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview](https://www.linkedin.com/sharing/share-offsite/?url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression&title=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview)[mailto:?subject=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&body=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression](mailto:?subject=How%20to%20Make%20a%20Great%20Impression%20in%20a%20Job%20Interview&body=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fmake-great-job-interview-impression) ![](https://cdn.metaintro.com/rs:fill:1200:800/q:30/plain/images/bridges/bridge-expand.1df895c6bd76d96f.png) For job seekers ## Ready to find a role that actually fits? 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