Interview Training and Coaching Service
A structured one-hour Teams session with a senior interview coach. Mock interview, rubric scoring, written feedback, and a transcript you can keep — designed to turn anxiety into preparation, and preparation into the offer.
The interview is where the offer is won or lost.
You can have the best resume in the pile and still lose the role in the interview. For most professionals, the interview is the most stressful step in the process — and the one most under-rehearsed. Our interview coaching changes that with a structured one-hour session that's part mock interview, part performance review, part coaching.
Practise on the questions you'll actually be asked.
We tailor the mock interview to your target role and sector. Your responses are rehearsed in context — not against a generic question bank.
Hear yourself the way the panel will hear you.
Most candidates have never watched themselves answer a hard question. The recording and transcript change that — you see exactly what the panel will see.
Get rubric-based feedback, not generic encouragement.
Every response is scored against a structured rubric — STAR completeness, clarity, evidence quality, delivery. You leave knowing exactly what to fix and how.
Convert anxiety into preparation.
Interview nerves come from the gap between what you've prepared and what you might be asked. We close that gap, so you walk in confident — not because we say you should be, but because you've actually rehearsed it.
One hour. Six deliverables you keep.
Every interview coaching session covers the same six elements — calibrated to your specific role, sector and seniority. Conducted via Microsoft Teams, recorded, and fully transcribed.
Tailored mock interview (30 min)
A realistic interview tailored to the role and sector you're targeting. Your coach will run the same kinds of questions a real panel would, in the same order, at the same pace.
In-depth analysis (30 min)
Your coach analyses every answer against a structured rubric — STAR completeness, evidence quality, delivery, pacing — and walks you through specific fixes for each one.
Rubric scoring per response
Every answer is scored on a structured rubric so you know exactly which questions you handled well and which need more rehearsal — no vague "good job" feedback.
Personalised coaching
Specific suggestions on how to refine your answers, improve your delivery, manage filler words and pauses, and project the confidence panels respond to.
Full session recording
A recording of the entire session — your answers, your coach's feedback, every detail — so you can review and rehearse anywhere, anytime, before the real interview.
Word-for-word transcript
A full written transcript of the session — your responses in their exact words, plus the coach's notes — so you can study what worked, fix what didn't, and rehearse from your own performance.
There are four ways panels ask questions. Most candidates only practise for one.
Behavioural questions are the heart of any modern interview, but they're not the only thing panels ask. We rehearse all four question types in your session — because the panel will ask all four, and the candidate who handles every type cleanly is the candidate who gets the offer.
Behavioural
"Tell me about a time you…"
The panel wants to see how you've handled real situations in the past — because past behaviour is the best predictor of future performance. We rehearse you in the STAR method (Situation, Task, Actions, Result) so every answer is structured, specific and lands the result.
Hypothetical
"What would you do if…"
The panel is testing your judgement under unfamiliar pressure. The trap is reaching for a generic answer; the win is anchoring your response in a real example before extending the principle to the hypothetical scenario.
Overview
"Walk us through your background…"
The panel wants a guided tour of your career — and the version you give shapes the rest of the interview. The trap is reciting your resume; the win is a 90-second narrative that pre-frames the answers you'll give later.
Binary
"Have you ever…?"
A short yes-or-no question that's almost never about the binary answer. The panel is checking how you'll elaborate without being asked. The trap is answering only the literal question; the win is reading the implicit one and answering both cleanly.
It is excellence in behavioural response delivery that determines whether you're hired. Behavioural questions are scored against an explicit rubric in modern interview panels — and a candidate who delivers a structured, evidence-led, quantified response is the candidate the panel can defend hiring. Our session is built around getting you to that level of delivery on every behavioural question.
Interview questions, answered.
What's the difference between interview coaching and interview training?
Nothing meaningful — the two terms are used interchangeably across the Australian market. "Interview coaching" emphasises the personalised, one-on-one nature of the work; "interview training" emphasises the structured rehearsal element. Both describe what we do: a one-hour session built around a tailored mock interview, rubric-scored feedback, and personalised coaching to refine your delivery.
What is the STAR method for behavioural interviews?
STAR stands for Situation, Task, Actions, Result. It's the standard structure for answering behavioural interview questions ("tell me about a time when…"). Situation sets the context, Task explains what you were specifically asked to do, Actions describes what you did, and Result quantifies the outcome. Most candidates spend too much time on Situation and not enough on Actions — our session corrects that imbalance with rubric scoring on every response.
How do I answer "tell me about yourself"?
Aim for 90 seconds, structured in three parts: where you are now, how you got there, and why this role next. The trap is reciting your resume chronologically — the panel already has your resume. The win is a guided narrative that pre-frames the answers you'll give later in the interview, anchored to the specific role you're applying for.
How long should a behavioural interview answer be?
90 to 120 seconds is the sweet spot for most behavioural questions — long enough to deliver a complete STAR response, short enough to keep the panel engaged. Anything under 60 seconds usually skips the Task or Result; anything over 2 minutes loses the panel's attention. Our session uses a stopwatch to calibrate your delivery to the right length.
How should I handle salary negotiation in an interview?
Don't anchor first if you can avoid it. If asked your expectations, redirect to the role's banding ("I'm sure the role has a band that reflects what you're looking for — I'd be comfortable working within that"). When pressed, give a range with your real number at the bottom of it. Negotiation happens after the offer, not during the interview — and the candidate who keeps the focus on the role wins more leverage when the offer arrives.
What questions should I ask the panel at the end?
Three is the right number. One about the team or function (signals you're thinking about how you'd fit), one about strategic context or recent change in the organisation (signals you've done your homework), and one about the panel's own experience or what they value (signals genuine interest). Avoid questions about salary, leave or hours — those belong in the offer conversation.
How do I handle a question I don't know the answer to?
Don't bluff and don't apologise. The professional answer is "That's not something I've encountered directly — what I'd do is…" followed by a clear reasoning process. Panels rate intellectual honesty plus a structured approach far higher than they rate a smooth-but-empty answer. The candidate who says "I'd need to think about that" beats the candidate who confabulates every time.
Should I send a thank-you email after the interview?
Yes — within 24 hours, brief, and substantive. Three sentences: thank them for their time, reference one specific thing you discussed that you found interesting, and reaffirm your interest in the role. Don't restate your resume; don't apologise for any answer; don't include attachments. The thank-you note is a small signal of professionalism and follow-through that surprisingly few candidates send.
Can interview coaching help with public sector panel interviews?
Yes, and it's particularly useful for them. Public sector panel interviews are scored against an explicit capability framework (APS Integrated Leadership System, VPS Capabilities, QPS Capability Framework, etc.), which makes rubric-based rehearsal directly applicable. Many of our clients book interview coaching specifically because they have a panel coming up and need to rehearse against the framework being scored against.
Seven traps that lose qualified candidates the offer.
We see the same patterns across hundreds of interview coaching sessions. None of them are talent issues — they're rehearsal issues. The good news is that all seven are correctable inside a single one-hour session.
Lack of preparation.
Walking in without researching the company or understanding the role leaves you reaching for vague answers. The panel reads vagueness as disinterest.
Overly general responses.
Generic answers signal you haven't thought about how your experience applies to this role. Specific, evidenced examples beat generalities every time.
Failing to connect skills to the job.
If you don't draw the line between your past experience and this specific role, the panel won't either. That's not their job — it's yours.
Talking too much or too little.
Rambling buries the answer; over-brevity signals lack of substance. The right length for a behavioural answer is 90-120 seconds — long enough for STAR, short enough to keep the panel engaged.
Negative body language.
Poor eye contact, fidgeting, low energy — all of these signal nerves the panel will read as lack of confidence. Even on Teams, the camera reads everything.
Not asking questions at the end.
"Do you have any questions for us?" is the most-failed question in any interview. The candidate who walks in with three thoughtful questions about the role is the candidate the panel remembers.
Criticising previous employers.
Even when justified, criticising a previous employer reads as a future risk to this employer. The professional answer is "I've learned a lot, here's what I'm now looking for next."
Five clients, five offers.
"I was struggling with interview nerves, but after just one session, I felt so much more confident. The mock interview and feedback were invaluable. I secured the job I wanted, and I couldn't have done it without their help."
Sarah M.
Marketing Specialist
"The personalised coaching I received was exceptional. The in-depth analysis of my responses helped me understand exactly where I needed to improve. I walked into my interview feeling prepared and confident, and it paid off with a job offer."
James T.
Senior Project Manager
"This training was a game-changer for me. The mock interview felt so real, and the feedback I got was spot-on. The session really helped me articulate my skills better, and I landed a role that's perfect for me."
Emma R.
Graduate Engineer
"I had been out of the workforce for a few years, and this interview training gave me the boost I needed to get back on track. The detailed feedback and supportive coaching made all the difference in getting my new role."
Michael L.
Operations Manager
"I can't recommend this service enough. The interview training was tailored to my industry, and the advice I received was practical and actionable. I went into my interview with a clear strategy and got the job."
Claire H.
HR Professional
You'll work with the coach best suited to your scenario.
Both of our senior coaches are based in Australia, employed in-house, and personally run every session they're booked into. We match you to the right coach for your role, sector and level — not the next available diary slot.
Best suited for
Jacquie Liversidge
Managing Director · Senior Interview Coach
Founder of The Resume Writers. Author of two published books on selection criteria. Nine years coaching senior executives, SES candidates, and Board appointments through high-stakes interviews. Best suited for clients applying at executive level, navigating career pivots, or rehearsing for board and C-suite panels where the stakes — and the questions — are at their hardest.
Book a session with Jacquie → Best suited for
Marc Cayzer
Operations Manager · Senior Interview Coach
Senior interview coach specialising in public sector and capability-framework-scored panels. Deep expertise interpreting the APS Integrated Leadership System, VPS Capabilities, QPS Capability Framework, and state-government scoring rubrics. Best suited for clients with an APS, state public service or local government interview ahead — particularly where panel members will be scoring against an explicit framework.
Book a session with Marc →Not sure which coach is right for you? Book a free 15-minute call with the team and we'll match you to the coach best suited to your role, level and interview scenario before you commit to a session.
Book a free 15-min callOne hour. Then you walk into the interview ready.
Book a 1-hour Teams session with a senior interview coach. $330 inc GST. You leave with a recording, a transcript, a rubric of every response and the specific corrections to rehearse before the real panel.
From quote form to signed-off documents.
Twelve defined steps. No "we'll be in touch when it's ready." As fast as 4 days from first contact to drafts in your inbox.
Get our 60-page Get Job Ready guide.
Submit the quote form and we'll send our complete Get Job Ready guide before your free 15-minute call. Sixty pages on the 2026 Australian job market — government applications, selection criteria, ATS, LinkedIn, position descriptions, the free training that actually counts, and the ten career quizzes we built on our site. Written in-house by senior writers. Not for sale.
