Free with an account · Real questions, STAR scaffolds, reverse Qs
Paste your role and background. Get 8-20 realistic interview questions with STAR scaffolds, follow-up probes, and sharp reverse questions.
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Behavioral · technical · culture · situational. Difficulty: junior / mid / senior / staff+. STAR scaffolds for each.
8-20 realistic questions with STAR sample-answer scaffolds, red flags to avoid, follow-up probes, plus 3-6 sharp reverse questions to ask back. Pair with Resume and Cover Letter.
Roles you haven't described. Company-specific insider questions (Glassdoor territory).
Free with an account — 30/month. Upgrade to Pro for 1,500/month. Each prep pack costs 3 credits (usually 30-40s).
Input: Senior PM at Altura (Series B, B2B SaaS). Background: 7 yrs product, last 3 at Datadog owning logs ingestion. Stage: hiring manager. Mix: balanced. Level: senior.
Sample question · behavioral · core
“Walk me through a time you owned a large migration where the business couldn't tolerate downtime. What did you do in the first 72 hours?”
Why they ask
Tests how you think about risk, sequencing, communication under pressure. Senior PMs who've shipped migrations know the answer sits in the first 72 hours — the plan for comms, rollback, and escalation paths.
STAR scaffold
Situation: the v1→v2 migration at Datadog (80k customers). Task: zero-downtime cutover for a subset of high-value accounts on a fixed timeline. Action: describe the week-1 sequence — risk assessment, blast-radius scoping, rollback criteria, stakeholder comms (who / when / what). Result: the actual outcome + what you'd do differently next time.
Follow-ups to expect
Reverse question you'd ask back
"“How does the team decide what to stop building? What's the last thing you deprecated, and what was the debate around it?”"
Senior-signal question. Tells the HM you think about portfolio pruning, not just what to ship next. Also surfaces whether the team has a real mechanism for saying no.
Who to ask
Prep gap we'd flag
“Your background is strong on shipping but doesn't mention a decision you reversed. Senior interviewers probe this — prep one honest story where you killed your own feature or rolled back a launch.”
ChatGPT gives you a textbook list of 20 generic questions ('Tell me about a time you failed', 'What's your greatest weakness?') with no structure for how to answer. This tool returns questions tuned to YOUR role, seniority, and stage — recruiter phone screen vs hiring-manager vs exec final all get different question sets. Each question ships with the WHY (what the interviewer is trying to learn), a STAR-method sample-answer scaffold (Situation / Task / Action / Result cues, not a scripted answer), specific red flags to avoid, and 2-5 follow-up probes the interviewer might drill into. Plus 3-6 sharp reverse questions YOU should ask back — with rationale for why each one signals seniority.
No — and that's the point. We return a STAR SCAFFOLD ("Situation: pick a time you had to rebuild trust with a skeptical stakeholder. Task: you needed their buy-in in 2 weeks. Action: describe the sequence — what you proposed, what you listened for, how you adjusted. Result: name the outcome and what you learned."), NOT a scripted answer you'd memorize. Scripted answers sound memorized and trip lie-detector filters. The scaffold gives you the shape; you fill in YOUR story from YOUR actual experience. If we handed you a script with invented metrics, you'd fail the follow-up probes the first time an interviewer asked 'What did your manager disagree with?'.
Phone screen is the 20-30 minute recruiter chat — motivation, comp expectations, basic background check. Hiring manager is where real behavioral questions live — 'Tell me about yourself', domain-specific probes, team-fit stories. Panel rounds are 3-5 cross-functional interviewers checking breadth. Technical is live coding / system design / case / portfolio. Executive (VP/C-suite final) is strategic ambiguity and org-building judgment — rarely technical, often culture-defining. Full onsite covers everything back-to-back. Pick the stage you're prepping for next; you can run the tool again for the later rounds.
It rebalances the question categories. Balanced = ~40% behavioral / 25% technical+domain / 20% situational / 15% culture (default for most industry roles). Technical-heavy = ~65% technical+domain (for engineering, data, security, research IC roles). Behavioral-heavy = ~65% behavioral+situational (for management, sales, customer success, account management — where past outcomes dominate). Culture-heavy = ~50% culture+behavioral (for early-stage startups, mission-driven orgs, or later rounds where technical is already de-risked). Pick 'Balanced' if unsure.
No, but you'll get much sharper questions with one. Without a JD, we rely on your target role text ("Senior PM at a Series B B2B SaaS startup") plus your background. With a JD, we can probe the specific domain, scope, and scale language the posting uses — if they mention 'activation', 'weekly ship cadence', 'SOC 2', or 'a team of 8 engineers', our questions will probe those. The difference is the difference between 'Tell me about a time you led a team' and 'Walk me through how you'd run your first week if you inherited these 8 engineers'.
The single biggest 'off' signal interviewers flag in a candidate is a bad or missing 'do you have questions for me?' moment. We return 3-6 questions the candidate SHOULD ask back — with a rationale for why each one signals seniority — plus who to ask it to (hiring manager vs peer vs skip-level vs recruiter). 'How would you describe the engineering team's tolerance for throwaway exploration work?' beats 'What's the culture like?'. Senior candidates get hired partly on the quality of the questions they ask; treat them as real signal.
0-4 specific things our analysis surfaces from YOUR background that you should prep before the interview. Example: 'You didn't mention any cross-functional conflict — prep one story about a time you disagreed with a PM and how it resolved', or 'Your background is strong on shipping velocity but doesn't mention a failure at scale — senior interviewers will probe this; have one honest failure story ready'. Real gap surfacing, not generic advice.
Partially. For the behavioral half of a technical loop — yes, fully: 'Tell me about a time you had to debug under pressure', 'Walk me through a design decision you'd make differently now' — we nail those. For the pure-coding part, we return realistic problem types and framings ("Design a rate-limiter for an API at 10k RPS", "How would you structure ingestion for multi-tenant logs"), but we don't replace live-coding practice on LeetCode / Interviewing.io / Pramp. Use those for drill-work and this for the behavioral + design + culture half.
Yes — paste your target role and background in the target language (Spanish, Japanese, German, French, Portuguese, Chinese, etc.) and the output questions + scaffolds will be in that language. The English interface is today's default; Japanese, Chinese, Korean, Spanish, and Russian UI are rolling out soon.
That's the full job-seekers flow. Resume Generator structures your background into ATS-parseable form — and surfaces which achievements you actually have numbers for. Cover Letter Generator tailors the letter to the target role. Interview Question Generator takes that same target + background and preps you for the conversation. Same inputs, three tools, one application-ready kit in under 10 minutes.
First 3 runs per day are free without signup. Free accounts get 30 credits/month. Each interview prep pack costs 3 credits. Pro = 1,500 credits/month — enough to prep for every stage of a multi-round loop at 5+ companies during an active search, with saved history.