First Call, Big Stakes: How to Nail Your Initial Interview

It may sound cliche, but when it comes to the initial discussion for a new role, you really do get one chance to make a great first impression. You'd be surprised how often we see impressive candidates miss easy-to-avoid obstacles that end up costing them a chance to further explore a role.

Whether it’s with a recruiter, internal talent partner, or hiring manager, the initial interview is make-or-break. It’s your shot to show you're not just a good resume—you're a real human who fits the role, the team, and the culture. And especially in the startup world, where every hire matters, getting this conversation right is critical.

Here’s the good news: with a little prep, you can walk in with confidence and make a strong first impression. 

🔎 Start with Real Company Research

Don’t just skim the homepage and call it good. Learn the basics, but go deeper:

+ What problem is the company solving?

+ Who are their customers?

+Any recent fundraising? Press coverage? Product launches?

Check out the company blog (great for understanding tone and focus), and browse their LinkedIn page/posts to get an understanding for the company size, key team members, recent media they've highlighted, etc. Tools like Crunchbase or TechCrunch can help you dig into funding history and major announcements.

Bonus points: Look up your interviewer on LinkedIn. Knowing their role, background, and even tenure at the company helps humanize the conversation and gives you a clearer sense of their perspective. It also may provide some relevant insight into questions you can target in the discussion. 

🧐 Understand the Role—Not Just the Title

Read the job description again—closely. What are the real priorities of the role? Is it heavy technical depth? Cross-functional collaboration? Ownership of a greenfield build? Do they mention specific values for their organization?

Compare the job description to your own experience and prep examples that speak directly to their needs. Think in terms of:

+ Scope of your past work

+ Measurable impact

+ Tools/technologies you've worked with

+ Environments where you thrived (especially fast-paced or ambiguous ones)

+ Examples from your own experience that map or highlight key company values

Startup teams don’t have time to connect the dots for you—come in ready to do that for them.

✅ Anticipate the Core Themes

These early conversations usually aim to assess:

1) High-level technical or functional fit

2) Alignment with company values and mission

3) Ability to operate in a startup environment

4) Genuine interest in the business

Be ready to speak to all four.

And yes, behavioral questions can absolutely pop up even in a “casual” intro call. Don’t get caught flat-footed. Have a few strong stories ready that show:

+ A hard problem you solved

+ A big win you’re proud of

+ A time you failed and what you learned

+ Something you’re actively working to improve

Here’s a great prep resource if you want to brush up:

Using the STAR method for your next behavioral interview

30+ Behavioral Interview Questions to Prep For (With Sample Answers!) 

💻 Be Ready to Walk Through Your Career

Especially with hiring managers, you may be asked to walk through your job history. Be specific—this isn’t the time to rattle off titles and responsibilities. Highlight ownership and outcomes. If you launched a product, rewrote a system, reduced latency, or led a migration—say it. Quantify it when you can.

The key is showing how you drove value in your past roles. That’s what separates a good candidate from a great one.

🤝 Treat the Interview Like a Real Meeting (Because It Is!)

This may seem basic, but you'd be surprised how many great candidates lose momentum because of poor presentation. Be thoughtful about how you show up:

+ Double check your tech: Make sure Zoom (or whatever platform they’re using) is up to date, your camera works, and your mic isn’t cutting in and out. Do a quick test call with a friend if you haven’t used it recently.

+ Set the scene: Avoid taking the call from your car, a noisy café, or your kitchen while making lunch. Quiet, clean, and neutral background is ideal.

+ Dress appropriately: No need for a suit—but don’t look like you just rolled out of bed either. Even for remote-first companies, presentation still matters.

+ Bring the energy: These calls are short. A little enthusiasm goes a long way. It’s okay to be nervous, but aim for clear, present, and engaged.

This is one of those things that’s easy to get right with a bit of planning—and it shows respect for the interviewer’s time.

🙋 Come With Questions That Show You’re In It

You’ll often get a few minutes at the end to ask questions—don’t waste them on things you could have Googled. Ask what success looks like in the role. Ask about team structure, engineering culture, product roadmap, or how decisions get made. Show them you’re evaluating them too—and that you’re excited about the opportunity.

A few ideas to get you started:

+ What are the biggest challenges the team is currently facing?

+ How does the company define success in this role over the next 6–12 months?

+ What are the traits of someone who’s thrived here?

Here’s another resource worth skimming: Questions to Ask During a Startup Interview

📱 Final Thought: Don’t Phone It In

Even if this feels like a “screen,” treat it like the real deal. First impressions stick. Startups are fast-moving, and if you click with the first person you speak with, it could accelerate the whole process. Show up sharp, prepared, curious, and genuinely interested.

And if you’re working with a recruiter (like us), lean on them. We know the companies, we know the hiring teams, and we can help you prep. That’s part of our job.