Hey Little Pineapple,

Raise your hand if you've ever received a reply similar to this after interview:

“Thank you for your time, but we’re moving forward with another candidate.”

Or its cousin:

“We went with someone more aligned.”

Polite.
Safe.
Completely useless.

I had a client who brought this exact frustration to one of our conversations.

He told me about an interview he still remembers to this day.

He walked out convinced he nailed it.
​
Answered every question.
No awkward moments.
No gaps.

The interviewers nodded. Smiled.

The next day, the email arrived.

Thanks, but no.

To this day, he still has no idea what they wanted.

And then he asked about something that stuck with me.

"Seriously Patryk, why the fuck I never know what to expect in an interview.
I mean, I know, technically, but somehow they all are different."

And oh boy, what a conversation we had.

And here’s the uncomfortable truth:

Interviews feel chaotic from the outside.

Different people.
Different questions.
Different moods.

So candidates cope the only way they know how.

They improvise.
They ramble.
They “try to be authentic.”

They hope something lands.

And sometimes it actually does.

But that’s not confidence.
That’s guessing.

What most candidates never see is this:

Most interviews are structured.

Even when they pretend not to be.

Sometimes it’s obvious.
A scorecard.
A list of questions.
A printed interview template on the table.

Sometimes it’s hidden behind friendly wording:

“Tell me about a time when…”​
​“How do you usually handle…”

Different wrapping.
Same evaluation.

Interviewers are not listening for a nice answer.

They’re listening for evidence.

And this is the reframe most people miss:

The job description isn’t a description.​
​It’s a scoring sheet.

Every bullet point is a signal:

– This will be tested
– This will be compared
– This will be scored

Prepared candidates don’t “answer questions.”

They place evidence on the table.

How to use this (today)

Before your next interview:

1. Take the job description
2. Highlight required skills and behaviours
3. Prepare 4–5 CARL stories (Context, Action, Result, Learning) that map directly to them

Not 20 stories.
Not buzzwords.
Not “I’m a fast learner" (Please don't go with this).

Concrete situations.
Clear actions.
Measurable results.

If it’s listed, assume it matters.
If it matters, assume it’s scored.

(also, the higher is on the JD the more important it probably is for the gig)

Most people walk into interviews hoping they'll somehow manage.
Professionals walk in knowing what is being evaluated.

And best part is - it's just a skill and you can train it.

Not to quit tomorrow.
But to have options and not feel trapped anymore.

You got this.
Patryk
​
PS

If you’re thinking about leaving your current job and don’t want your next move to be another “hope it works out” situation, reply to this email.

I help people prepare for career moves the same way I prepare for interviews: with clarity, evidence, and options not wishful thinking.