By Carlo Coumoutsos, Managing Partner at Landing Point
Why Does Candidate Experience in Interviews Matter?
In today’s competitive hiring market, the way your organization conducts interviews is just as important as the role itself. Candidates at every level are evaluating your company every step of the way. From assessing culture fit to understanding day-to-day expectations, an interview is often a candidate’s first real impression of your organization.
Whether you’re hiring a Chief Financial Officer or an Executive Assistant, your approach during interviews shapes how top talent perceives your workplace. A thoughtful, structured interview process not only helps you identify the best candidates—it also signals respect, transparency, and professionalism. Here are some actionable strategies for hiring managers to elevate the interview experience and secure the right talent for their teams.
[Carlo Coumoutsos, Managing Partner at Landing Point, discusses actionable strategies for hiring managers to improve the candidate interview experience and attract top talent.]
Key Takeaways
Communicate transparently and consistently: Clearly outline the interview process, next steps, and any assessments or compensation discussions. Avoid leaving candidates in the dark.
Respect time and effort: Start and end interviews on schedule, reduce unnecessary rounds, and communicate promptly if a candidate isn’t a fit.
Provide thoughtful feedback: Offer constructive feedback with kindness and clarity to show respect for candidates’ efforts and potential.
Share your company’s value: Be proud and vocal about your organization, your team, and what makes the role compelling. Enthusiasm helps secure top talent.
Partner effectively with recruiters: Leverage recruiting teams to maintain candidate engagement and reinforce a positive, professional experience.
Interviews are more than just a skills assessment—they’re a reflection of your company’s culture, priorities, and values. Candidates notice everything, from how prepared interviewers are to how clearly next steps are communicated. In fact, a negative interview experience can cost you top talent, even if the candidate is otherwise a perfect fit.
Why this advice matters today: In a competitive market, candidates have options. They weigh your company against others, assessing whether they will feel valued, supported, and empowered. Transparent communication, respect for time, and thoughtful feedback demonstrate that your organization not only hires talent but also invests in people.
Common mistakes hiring managers make:
- Leaving candidates uncertain about the process or timeline.
- Underestimating the importance of preparation and punctuality.
- Failing to provide feedback or framing it poorly, which can leave candidates discouraged.
- Under-communicating the company’s unique value or culture.
By integrating transparency, time management, feedback, and enthusiasm into interviews, hiring managers can make meaningful connections, elevate the candidate experience, and ultimately secure the best talent. Internal support from recruiters ensures continuity and reinforces a positive impression, but the real impact comes when managers actively engage and represent their team and company authentically.
Elevate Your Interview Approach
Looking to improve how your organization interviews top talent? Landing Point works closely with companies across industries to optimize candidate experience and support hiring managers throughout the process. Contact us to explore strategies for attracting and retaining the best professionals.
Transcript
Carlo Coumoutsos:
After years of preparing candidates for interviews and partnering with hiring teams across industries, one thing has become clear: the candidate’s experience during an interview is the moment of truth. No matter how compelling your company story, culture, or opportunity may be, it’s the hiring manager who shapes how that message lands.
The interview process is more than a skills test or cultural fit check—it’s a chance to leave a lasting impression. Candidates evaluate if they want to work for you, asking themselves: “Will I be valued? Supported? Empowered here?”
How to build a strong foundation:
1. Be transparent and consistent with communication: Clearly lay out the interview process, timeline, and next steps. Communicate proactively about any changes or delays. Respectful communication builds trust and sets the tone for the candidate experience.
2. Respect everyone’s time and effort: Start and end interviews on schedule, ensure interviewers are prepared, and reduce unnecessary rounds. Promptly inform candidates if they aren’t a fit.
3. Provide constructive, thoughtful feedback: Offer feedback on both strengths and areas for improvement. Deliver it thoughtfully, even if the candidate isn’t moving forward.
4. Be proud and vocal about your company’s value: Share what makes your team and organization exceptional. Enthusiasm and authenticity during interviews make a difference in attracting top candidates.
At Landing Point, we support companies through every step of the interview process, but the most meaningful impact comes from hiring managers who engage thoughtfully and build authentic connections. Remember: every interview touchpoint is an opportunity to attract the best and showcase your culture.
About Carlo Coumoutsos
Carlo Coumoutsos is Managing Partner at Landing Point, where he oversees the firm’s Accounting & Finance, Capital Formation & Investment Support, and Tax & Family Office practices. He partners with clients across the Tri-State area and beyond on executive search and finance leadership hiring for asset management, private equity, and family office platforms.
With a background as a CPA and former PwC auditor, Carlo brings precision, credibility, and deep financial acumen to every search. Notable searches include CFOs and broader financial leadership roles across diverse investment entities and multi-family offices.
A hands-on mentor and an integral part of Landing Point’s growth, Carlo leads Landing Point’s training programs, continuing education, and partnerships with academic and community organizations that support career readiness. He is known for a balanced approach that combines technical expertise with relationship depth and long-term client partnership.
Carlo holds both a BS and MS in Accounting from Fordham University and lives in New York with his wife and four sons.