How to Navigate the Interview Process: Insights from Founders

The interview process can be daunting, especially when you're unsure what employers are really looking for beyond your technical qualifications. Understanding how founders approach interviews and what they're trying to evaluate can help you prepare more effectively and present your best self.

This article, based on our 'Why Work Here' video series, captures some of the key attributes that startup founders look for when interviewing candidates.

🧩 Beyond Technical Skills

While technical competence is essential, founders repeatedly emphasized that they're looking for much more during the interview process.

Lukas Biewald of Weights and Biases states: "We hold an extremely high bar. A big part of what I'm looking for is, would this person fit well on a team of otherwise insanely impressive people?"

Sagiv Ofek of LibLab adds: "Being proactive, that's a super important thing to be comfortable with ambiguity. In LibLab, because we are such an early stage company, nothing will be handed to you. You will need to come up with the process yourself or what needs to be done by yourself."

This holistic assessment extends well beyond your ability to perform specific tasks. Founders are evaluating your potential impact on team dynamics, your alignment with company values, and your capacity to grow with the organization.

📚 Revealing Stories and Examples

Many founders highlighted the importance of candidates sharing specific examples demonstrating their work and problem-solving approach.

Sagiv Ofek of LibLab shares his favorite interview question: "Tell me about the thing that you built that you're proud of the most. You can really assess their skill set of ownership."

Zach Conway of Seeds emphasizes the power of narrative: "Storytelling is such a great framework. When people focus on just the bulleted items of their skill set versus framing it in a narrative way of their career arc and journey and what they've learned...it's always more compelling than the rigid box-checking exercise."

These stories give interviewers insight into not just what you've accomplished, but how you think, collaborate, and overcome challenges.

🧪 Work Samples and Simulations

Founders increasingly rely on practical exercises that simulate actual work scenarios to evaluate candidates more accurately.

"The most illuminating thing we do is have candidates do an exercise that they present to the team," says Kevin Leland of Halo. "There's no better way to evaluate somebody than to simulate working with them."

These practical assessments help both parties determine whether there's a genuine fit in terms of working style and capabilities.

🤝 Questions About Culture and Values

Many founders mentioned during interviews that they specifically probed for alignment with company culture and values.

Arjun Kannan of ResiDesk explains: "We have three key factors. First is, I would say research and intentionality. We try to put as much as possible out there in the job description. And I want candidates to come in and talk about specifically why they would be good for this type of role."

Varun Khurana of Wayfaster similarly looks for cultural alignment: "We joke around a lot. We look for people that don't take themselves too seriously, even if the work itself is very serious."

These questions help founders assess whether candidates will thrive in their specific environment.

❓ The Importance of Questions

Several founders emphasized that the questions candidates ask during interviews are just as important as their answers.

Anjali Menon, from TBH, notes: "What made this interesting, and you get to understand that some people are motivated by work-life balance, some people are motivated by remote, some people like equity. So that's where you get to kind of understand what makes someone tick."

Thoughtful questions demonstrate your genuine interest in the company and role, as well as your ability to think critically about how you might contribute.

📝 Final Takeaways

The interview process is a two-way evaluation—an opportunity for both the company and the candidate to determine whether there's a mutual fit.

By understanding what founders are really looking for—stories that demonstrate your approach to work, practical examples of your skills, alignment with company culture, and thoughtful engagement—you can prepare more effectively and present yourself authentically. Remember that the goal isn't just to get any job, but to find a role where you can thrive and contribute meaningfully. Approach each interview as an opportunity to assess the fit from your perspective as well, asking questions that help you understand whether the company's environment, expectations, and values align with your own career aspirations.