By Carlo Coumoutsos, Managing Partner at Landing Point
After years of preparing candidates for interviews and partnering with hiring teams across industries, one thing has become quite clear to me: 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 ultimately shapes how that message lands. And if the interview falls flat, you may lose out on your top choice—fast.
The interview process is the candidate’s first real chance to meet your company. It goes far beyond just a skills test or a cultural fit check. Whether you’re searching for a Chief Financial Officer or an Executive Assistant, the interview is your organization’s opportunity to make a lasting impression. And just as you’re assessing the candidate, they’re forming their own opinions about your workplace, your values, and how they’ll be treated day to day.
Why Interviews Matter More Than You Think
The way your company conducts interviews says a lot about how your team operates daily. Candidates aren’t just wondering if they can do the job—they’re wondering if they want to do the job for YOU. They’re asking themselves: “Will I be valued? Supported? Empowered here?” So, the interview isn’t just an operational necessity; at risk of sounding too dramatic, it’s a key moment to show your company’s soul.
In today’s competitive job market, candidates have options. They are as careful about selecting the right organization as you are about selecting the right hire. So, if the interview leaves them with a bad feeling, no matter how perfect they might be for the role, they might just walk away.
How to Build a Strong Foundation During Interviews
If you want to stand out as an employer who candidates genuinely want to join, here’s my advice—drawn from years of advising top talent and partnering with hiring managers. These are actionable steps you can take:
1. Be Transparent and Consistent with Your Communication
One of the biggest complaints I hear from candidates is being left in the dark. From the get-go, lay out what the interview process will look like, how long it might take, and the immediate next steps. If there are assessments or compensation conversations coming up, share those details upfront. And please—if there are delays or changes, say something. Candidates hate feeling like they’re guessing or being ghosted.
If you’re fortunate enough to be working with a recruiter (like us at Landing Point!), some of this communication might be handled on your behalf. We often serve as the bridge to keep candidates (and clients seeking top talent) informed and engaged. But ultimately, clear and consistent communication is a reflection of your company’s respect for candidates—and that respect goes a long way toward building trust with your next hire.
2. Respect Everyone’s Time and Effort
Time is precious—for candidates and hiring teams alike. As such, make your best attempt to ensure interviews start and end as scheduled, have interviewers arrive prepared, and try to truncate interviews into less rounds, when possible.
And if a candidate isn’t a fit, let them know sooner, rather than later. Candidates often interview while balancing current jobs, personal lives, and other commitments. Honor their time the same way you expect them to honor yours. It’s a two-way street, after all!
3. Provide Constructive, Thoughtful Feedback
Feedback is often overlooked, but it’s a crucial part of a candidate’s experience. Whether a candidate moves forward or not, timely and honest feedback matters. Tell them where they shined and where they fell short—but do it with kindness and clarity.
If a candidate lacks specific skills but shows promise, sharing that insight thoughtfully can make a huge difference. It demonstrates that your company cares about people’s growth and respects the effort they put forth in the interview.
As recruiters, we often handle the delicate task of delivering this feedback in a way that’s encouraging and professional. But hiring managers’ willingness to provide transparent feedback reinforces the authentic, respectful culture you want to project.
4. Be Proud and Vocal About Your Company’s Value
It’s always hard to know how much to “sell” your company, or the specific role, to a prospective candidate.
“How much is too much?”
“Will it come across disingenuous?”
“Do I even want to hire someone I need to convince to work for/with me?”
All of these are valid questions.
With that said, we’ve found that prospective employers who are excited about where they work and who they work with have far better success securing their top candidate when they display that excitement during interviews. There’s something special about your company, something that can’t adequately be shown in a job description or even your website. But, if you don’t share it, you risk candidates leaving the interview unaware of what makes your place great.
Ultimately, be proud of where you’ve chosen to “stick your flag.” If you’re not, how can you expect someone else to be?
At Landing Point, our role goes beyond simply introducing top talent to our clients. We support these companies throughout the entire interview process, helping to craft an experience that’s clear, engaging, and respectful of everyone’s needs. And while we’ll always advocate on your behalf to share the best about your company, the real magic happens when hiring managers come prepared to interview thoughtfully and create meaningful connections.
Remember: every interview touchpoint is an opportunity—to attract the best, to showcase your culture, and to leave candidates with a positive impression, regardless of the outcome.
Take it from someone who’s seen the difference a great interview makes. It’s not just a checkpoint in hiring—it’s a cornerstone of your company’s long-term success.
About Carlo Coumoutsos
Carlo Coumoutsos is a Managing Partner at Landing Point, joining the firm shortly after it launched in 2015. Carlo started his career as an Auditor in PwC’s Asset Management Practice, and then spent almost three years with a NY-based search firm focusing on Accounting & Finance professionals. Carlo has a BS/MS in Accounting from Fordham University, graduating Summa cum Laude, and served as President of their Beta Alpha Psi chapter. Born and raised in NYC, Carlo now lives with his wife and four sons in Rockville Centre, where you will most likely find him driving their minivan to one of the hundred sporting events his sons take part in.