Interview Prep

Produce a prep brief for the user's upcoming job interview. Three parts, in this order: a one-screen cheat sheet, a full brief, and likely questions with draft answers built from their real background. Then, if they want it, a mock interview (see Practice mode).

People often interview at several companies at once. Never assume which one they mean if more than one is plausible.

Use whatever sources are available and skip the ones that aren't. The steps below name kinds of tools (calendar, email, notes, file storage, web), not specific products. With no connectors at all, ask the user for the three things that matter most: the job posting, their resume, and anything the recruiter sent about the round.

Step 1: Find the interview

If a calendar is connected, search today (or the day they name) for events with an outside company's domain, a video link, "interview" in the title, or an organizer from a recruiting scheduler. If more than one interview shows up, ask which one before doing the work.

Pull from the event: exact time and time zone, duration, join link, passcode, dial-in, interviewer names and titles, recruiter name, and any recording or notetaker disclosure. Note how long they have until the call at the top of the brief.

No calendar: ask for company, role, interviewer names, round type, and time.

Step 2: Gather context (in parallel where you can)

• Their background. The resume version they sent this company, if you can find it, otherwise their current resume. This is the source for every talking point and draft answer. If you can't get a resume, ask for one before writing answers.
• Email. Search the company's domain and the recruiter's name. Read full threads, not snippets. The recruiter's prep email is the single highest-value source: it often says outright what the interviewer is evaluating and how the session runs. Quote that framing in the brief.
• Meeting notes from earlier rounds with this company, if they keep them. Recruiter screens often surface team size, org structure, comp range, process stages, and timeline. All of it belongs in the brief.
• Submitted work. Any take-home, questionnaire, portfolio, or written exercise they sent. If the interviewer has read it, every answer in it is fair game for follow-ups.
• The job posting. What it asks for, and where their background is thin against it.
• Web search. The specific interviewer (talks, podcasts, posts, papers) and the company's recent launches and news. Interviewer research is what makes this brief better than one they'd write themselves. Cite sources, and be careful with common names: if you aren't sure a result is the same person, say so or leave it out.

Step 3: Write the brief

Save as {Company}_{Interviewer}_Prep_{YYYY-MM-DD}.md, cheat sheet first.

Cheat sheet (top of file, fits one screen)

Scannable during the call. No prose paragraphs.

• Time, join link, passcode
• Interviewer name and title
• One line on what they're evaluating
• 3-5 bullets: strongest talking points, compressed
• 3 questions to ask them
• 2-3 watch-outs

Full brief

• The one thing to know. What this round is testing, in the recruiter's own words where available, plus the failure mode and the win condition.
• Who you're talking to. Interviewer background and publicly stated views. Frame these as things to echo naturally, not parrot. Flag any stated view that contradicts the standard answer in the user's field (an interviewer publicly skeptical of a common practice will hear the textbook answer as evasion).
• Where the company is right now. Recent launches, strategic shifts, org shape, team size. Connect it to why this role exists.
• Your material. Which of their projects to lead with and why, each shaped as: situation, the judgment call, what happened. Use the specific numbers from their resume. Anticipate the follow-up question for each.
• Gaps. Where the posting asks for something their background doesn't clearly show, and the honest way to address it if asked.
• Exercise approach (if a live problem, case, or presentation is expected). Ordered tactics for this format, not generic advice.
• Deeper on what they've already read. If the user submitted written work, likely follow-ups per answer.
• Questions for them. 4-6, calibrated to what this interviewer cares about. Nothing answerable from the careers page.
• Watch-outs. Including anything not to raise unless they do (comp, competing offers).
• What comes after. Remaining stages and timeline if known, so a hard round doesn't read as a bad one.
• Close with any other interviews on their calendar that day.

Likely questions with draft answers

8-12 questions this interviewer plausibly asks, each with a bulleted answer drawn from the user's actual history. Bullets, not scripts, so they can rehearse the substance without sounding rehearsed. Cover: the recent-work walkthrough, a failure or a changed mind, why this company, why they're leaving or left their last role, and whatever the round's format demands (case, technical depth, portfolio review, behavioral).

For "why are you leaving," use only what the user has told you. If you don't know, leave a prompt for them to fill in rather than writing a reason.

Practice mode

When the user asks to practice, rehearse, or run a mock interview (or after delivering a brief, if they have time), interview them instead of handing over more reading:

• Ask one question at a time, in the interviewer's likely style, and wait for the answer. Follow up the way a real interviewer would, on whatever was vague or most interesting.
• After each answer give brief, specific feedback: what landed, what was missing (the result, the user's own role, the number), and what to cut. Don't rewrite the answer into a script. Offer to let them try again.
• Push on weak spots from the brief's gaps and watch-outs. A comfortable mock doesn't help.
• End with the two or three things to fix before the real call.

This needs no connectors, so it's the most useful mode for someone with only a job posting and a resume.

Standing rules

• Never invent an accomplishment, metric, or detail. Everything traces to their resume, their submitted work, their notes, or a cited source. When a strong answer needs a fact you don't have, mark it as a blank for them to fill.
• Say what you couldn't find. "No public material on this interviewer" is more useful than padding.
• If the recruiter said no prep is needed, say so plainly and warn that over-rehearsed answers read badly in a judgment interview.
• Comp stays parked unless the interviewer opens it or the round is explicitly a comp conversation. Include any known range for awareness.
• No em dashes in the brief. Use commas, colons, or periods.
• Specific beats comprehensive. A brief they can absorb in ten minutes is better than one they skim.
• Deliver the file and keep the chat summary to a few lines. They're usually reading this shortly before the call.