Interview Training

Company-Specific Interview Training

Targeted preparation for Google, McKinsey, Amazon, Goldman Sachs, and 100+ top employers.

Why Company-Specific Preparation Matters

Generic interview preparation gets you to competent. It does not get you through employers who interview against a published, idiosyncratic standard. Amazon interviews explicitly against its Leadership Principles and expects data in every answer; a fluent STAR story with no metrics underperforms there while passing comfortably elsewhere. McKinsey, BCG and Bain run structured case interviews where the framework and the arithmetic are the assessment. Consulting firms increasingly front-load digital screens before a human ever sees you. Investment banks probe technical valuation knowledge alongside a hard test of whether you actually know what the desk does. Public-sector and healthcare panels score against formal competency frameworks and often score literally, line by line. Preparing well means learning three things about your target employer: the format of each stage, the criteria they score against, and the tone they hire for. That research is not optional garnish. At this level, it is most of the difference between candidates.

3–6 stages

Process Length

3–10 weeks

Timeline

Employer

Varies By

Format + criteria

Prep Focus

What to Expect

A published or well-documented values framework at large employers, which interviewers score against explicitly
An online assessment stage before any human contact: cognitive tests, situational judgement, or a game-based screen
Format differences that change your whole preparation: case interviews at consultancies, coding loops in tech, technical valuation at banks
Culture-fit or values rounds that are scored as seriously as the technical rounds, not treated as a formality
Repeated questions across rounds by design, so several independent interviewers can check the same competency
Interviewers drawn from teams you would work with, who will probe whether you understand what they actually do
A final debrief where interviewers compare scores, which is why consistency across your rounds matters

Expert Tips

Read the Employer's Own Criteria First

Many large employers publish exactly what they hire against: leadership principles, values, competency frameworks, even guidance on their careers site about the interview stages. Read it before you write a single answer, then map your prepared stories onto their language. Candidates skip this step and then guess at what is being scored.

Know the Format of Every Stage

Ask the recruiter to walk you through the process: how many rounds, which are technical, which are case-based, whether there is an online assessment and which publisher supplies it. This is normal, expected and freely given. Turning up to a case interview prepared for a behavioural interview is an unforced, entirely avoidable error.

Retag Your Stories to Their Vocabulary

You do not need a new story bank per company; you need the same stories relabelled. A story about pushing back on a bad deadline is 'ownership' at one employer, 'courage' at another, 'stakeholder management' at a third. Use the STAR story bank to keep one story set and re-angle it for each employer's framework.

Do Not Skip the Online Assessment Stage

Many strong candidates are rejected before a human sees them, by a numerical, logical or situational judgement test taken cold. These tests are practisable and the score gap between prepared and unprepared candidates is large. Practise the specific test type your target employer uses, which is what the 50+ test categories exist for.

Prepare a Specific, Falsifiable Reason for This Company

'You're a market leader with a great culture' is a non-answer that fits a hundred employers. Name something concrete (a product decision, a recent strategic move, how their team is structured, what their engineering blog says about their tooling) and connect it to what you want to do. Specificity is the whole test here.

Rehearse in Their Style, Not in General

Practise the format you will actually face. Use AI role-play mock interviews configured to your target employer's style (a metrics-heavy behavioural loop, a structured case, a values panel) and use AI feedback to check your answers land against their criteria rather than against generic best practice.

Frequently Asked Questions

How different can interviews really be between companies?▼

Very. Amazon interviews against its Leadership Principles and expects hard data in every story. McKinsey, BCG and Bain run structured case interviews where you solve a business problem live. Tech companies run multi-round coding and system design loops. Public-sector panels score literally against a written competency framework. The same candidate, unprepared for the format, performs very differently across these.

Where do I find out what a company actually asks?▼

Start with the employer's own careers site, since large organisations increasingly publish their values, their interview stages and even sample questions. Then use employee-review and interview-experience sites to sanity-check the format, and ask your recruiter directly. Our company guides consolidate the formats and criteria for top employers so you are not assembling this from scratch.

Do I need a completely different story bank for each company?▼

No. Build one strong bank of 8–10 stories and re-angle them per employer, emphasising the competency each company names in its own framework. The stories stay constant; the labels, the emphasis and the level of quantification change. Maintaining separate story banks per employer is unnecessary work and makes you less fluent, not more.

How early should I start preparing for a specific company?▼

Processes at large employers commonly run three to ten weeks across three to six stages, and the online assessment often arrives within days of applying. Practically, that means starting your test practice before you apply, not after. The screening stage is the one with the least warning and the most candidates eliminated.

Is culture fit really scored, or is it a formality?▼

At companies with an explicit values framework it is scored, and it can be the deciding round. Interviewers are given the values and asked to rate you against them, which is why answers that would pass anywhere else (vague, unquantified, no ownership) fail there. Treat the values round with exactly the seriousness you give the technical one.

What does MakingMoves.ai offer for company-specific preparation?▼

Company guides covering the formats and criteria at top employers, AI role-play mock interviews you can run in a specific employer's interview style, and practice across the 50+ test categories that map to the online assessments used at the screening stage, drawn from 113,000+ questions with AI feedback on every answer.

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