Ask a Hiring Manager - February '26

Real insights from leaders who are making hiring decisions

Name: Sarah Minges

Title: Manager

Organization: Comcast Corporation

Hiring For: Individual contributor, intermediate level

What trends stand out to you in terms of skills, experience or backgrounds? Are there strengths you are seeing more of or gaps that come up frequently?

Finding alignment in job tier and compensation is a challenge. I’m hiring for individual contributors and the requests are frequently above the designated range.

What have candidates done that moved them closer to consideration?

Are there specific behaviors, examples or approaches that have helped candidates stand out in a positive way during interviews?

If a candidate starts talking about a time they solved a problem that resembles a problem I currently have, I instantly want to advance them.

What is something you wish you could say directly to the talent pool?

Are there common misconceptions, missed opportunities or assumptions you wish candidates understood before applying or interviewing?

1. Search ‘common interview questions’ and prepare answers. Regardless of the industry/department/role you are interviewing for, managers want to know how you handle conflict, stress and prioritization.

2. Be prepared to answer for your resume. If you move jobs every 2 years, be prepared to answer why. If you list that you managed project budgets, be prepared to answer the dollar amount of those budgets. If you struggle to answer those basic questions, it will send red flags.

3. Be prepared for multi-level interviews that may include leaders other than the hiring manager. I request peer managers to participate in my hiring process to gain a different perspective and an entirely different set of questions so that I get a wider picture of how the applicant will fit in the larger department.

4. Also be prepared for hard stops and conference room availability of your leader. It’s natural to think a ‘long’ interview is a good sign, but it might not be feasible.

If you can highlight how you were able to identify an issue, take steps to resolve it, and put a process in place to prevent future occurrences, I’m going to start thinking of the problems I can that you can help me with. 

4. What does a “great” interview look like to you?

From your perspective, what makes an interview feel productive, engaging and memorable for both sides?

Following a resume that reflects experience and skills relevant to the role, the applicant is prepared to converse and answer general questions like:

‘Tell me a little about yourself’, ‘

what do you like about this field’,

‘Tell me about a time you experienced conflict.”

If I ask, ‘tell me about yourself’ and the applicant dives into listing the bullet points on the resume, my fear is that the individual may have challenges with following directions.

Examples of problem solving is huge. Managers/Leaders have hundreds of problems they are solving daily and need people on their team to assist with that load. If you can highlight how you were able to identify an issue, take steps to resolve it, and put a process in place to prevent future occurrences, I’m going to start thinking of the problems I can that you can help me with. 

What is one mistake you see candidates make that is avoidable?

Don’t send a really long resume. It makes it look like you are grasping. Refer to the episode of The Office where Daryl writes his resume. Also, take a deep breath and pace yourself during the interview. What types of questions do you love when a candidate asks you?

If someone says they looked up my LinkedIn and asks me specifically about a certain job or how I ended up where I am. What advice would you give to someone who did not get the role but wants to keep growing?

There are no magic words that make disappointment feel like encouragement—but not getting the role doesn’t mean you stop growing. Keep at it. Keep networking. Keep scrolling LinkedIn with intention. Seek out mentors who can help you practice interviews, give candid feedback, and identify ways to strengthen how you tell your story. Programs like WICT’s Mentorship Program or WICT Goes With You are great ways to build those relationships, gain perspective, and stay connected to opportunities. Every interview is preparation for the right role, and continued learning and community support can make a meaningful difference when that opportunity comes around.

Disclaimer

The opinions and perspectives shared in this series are provided solely to help readers better understand how active hiring managers are navigating and evaluating the candidate talent pool. All views expressed are those of the individual participants and do not reflect the views, policies, or positions of their employers or The WICT Network: Greater Philadelphia.