You Had The Job—Until the Final Question
The Make-or-Break Power of Preparation in Executive Interviews
In my work at MC Advisory, I have the privilege of sitting across from some of Atlantic Canada’s most accomplished executive candidates. These are people with rich experience, impressive resumes, and compelling stories. And yet, more often than I’d like to admit, I see interviews fall apart in the final few minutes, just when they need to carry it across the finish line.
What’s going wrong? In short: preparation. Or, more accurately, a lack of it.
Final Impressions Matter, Too
Most people understand the importance of a strong first impression. But too many overlook the weight of the last one. That final question, “What do you know about us?” or “Why do you want to work here?” is not just a polite wrap-up; it’s a litmus test. And increasingly, even high-performing candidates are failing it.
I’ve been wondering why this is the case. Perhaps it’s part of the world becoming more transactional than relational. Or maybe candidates assume their experience carries the weight. But here’s the truth: an impressive CV is table stakes for leadership and executive roles. Your credentials might get you the interview, but your preparation gets you the job. Failing to prepare – I mean really prepare, with effort, depth, personal reflection, and genuine thoughtfulness – signals a lack of initiative, curiosity, and even commitment.
Recency bias is real. It’s human nature to remember the last thing we heard. So when an otherwise strong candidate gives a shallow or generic answer to that closing question, it often overshadows everything they did well. And employers are taking note.
They notice when someone hasn’t visited the organization’s website, looked at recent news stories, or considered how their values align with the organization’s mission. They notice when someone doesn’t understand the community they’re about to move to or lead within. And they’re viewing this as a red flag.
I recently sat in on an interview for a CFO role, where the candidate delivered a polished and confident performance—until the very end. When the CEO asked what he knew about the organization, his answer was surface-level at best. You could almost feel the energy leave the room, as it became clear he didn’t really understand what that company was all about.
All the technical qualifications in the world couldn’t save our candidate after that. After all, if he couldn’t be bothered to learn about the company for the interview, why should the hiring committee have faith he’d care about the company once in the role?
Preparation is More Than a Google Search
So what does strong preparation look like?
It’s more than memorizing the company’s “About Us” page. It means digging deeper: reading recent press releases, learning about the leadership team, finding out what projects are on the horizon, and understanding the challenges and opportunities the organization is facing.
Go even further: use LinkedIn to see who’s in key roles, and reach out to anyone in your network who’s worked there. Search media reports and industry sources for articles and reports. Set up Google alerts. At a minimum, ask ChatGPT to give you a plain-language overview of the company’s strategic plan. These small but powerful actions show initiative. It signals that you’re serious about this particular organization and opportunity.
Preparation is also about self-awareness. Take some quiet time to reflect on a few key questions: Why this organization? Why now? Most importantly, why me? What can you bring that will make the organization even better? Candidates who can answer with specificity, insight, and sincerity will set themselves apart from the competition. It might even be the clincher that lands you the role.
Make the Final Question Your Edge
One of my favourite questions to ask candidates is, “How did you prepare for today’s interview?” It’s such a simple yet revealing inquiry. Their answer speaks volumes about how much they want the job and see themselves in it.
When someone answers with confidence, clarity, and care, you can feel that genuine interest and investment. And that, more than a perfect resume, is what employers want.
As someone who recruits for roles with salaries often well into the six figures, the higher the stakes, the more critical this is. Organizations are making major investments when they hire. They want to feel chosen.
After all, relationships are foundational to successful organizations. And you are building a relationship when you are in an interview.
I share these reflections with the hope of sparking a conversation to better understand the issue AND ensure candidates don’t miss out on roles because they skipped this crucial stage of preparation. So, employers: Are you seeing this too? And candidates, have you ever stumbled in that final stretch? What do you think is behind this pattern?
Let’s talk about it. Because in a market where alignment, values, and commitment matter more than ever, we can’t afford to leave our last impression to chance.
Tanya Tynski is Practice Leader and Senior Advisor of People & Culture at MC Advisory, focused on executive recruitment, cultural transformation, and organizational success.