Want to work at a Top Startup? Be ready for these interview questions.

Some of the hottest young companies in the UK open up about their hiring process.

The job interview may be the most baffling ritual in hiring. In a conversation of an hour or less, employer and worker attempt to find out whether they should commit the next few years to each other. What questions will dig at the truth of a sleek and prepared candidate? What answers will delight an interviewer who’s heard it all? Whichever side of the table you find yourself, taking a moment to plan the conversation can make all the difference. 

We’ve asked the 25 LinkedIn Top Startups in the UK to open up about their own interview process. If you’re looking for a job at one of the country’s hottest young companies, here are the questions you should be ready to answer. 

“Why do you want to work here?”

This simple opener can trip up many people. At many companies, it’s ok to think a job is just a job, something hopefully pleasant or at least not unbearable, that provides for your family and enables you to pursue your own interests after 5 pm. You are, however, unlikely to get away with that mindset inside a startup. 

“A lot of candidates do well on the technical interviews but don’t really think about the values interview,” warns Sam Oakley, a marketer at fintech startup Bud. “So probably the most important question is the one that kicks off the values interview — Why do you want to be here?”

It’s easy enough to answer for the obvious do-gooder companies — electric vehicle company Arrival asks, “What difference do you want to make?” — but it’s worth preparing for everywhere. “We're not looking for people who are just searching for any job,” says Moneybox head of marketing Charlotte Oates, echoing many fintechs on the list. “Buying into the company mission is a must.” 

“Why are you exceptional?”

If you’re not the kind to brag, you’re going to have to get a little uncomfortable. Babylon Health puts it bluntly: “Why are you exceptional?” Starling Bank goes for “Tell us why we would be mad not to hire you.” Apprenticeship provider Whitehat asks: “What's your superpower?” and “What do you believe you do better than anyone else?”

Answering these does not come naturally to those with more humble personalities or cultural backgrounds. One helpful trick: flip your mindset. Sharing what you’re good at is not a boast; it’s a service to others. Marketing platform Attest thinks of it as “culture add” rather than culture fit. “We’re continually looking for ways to improve and supercharge our capabilities as individuals, a team and a company, and we need your help; we want to learn from you,” explains PR consultant Sarah Paterson. “So, think about what it is that you’ll be bringing to Attest, that you are uniquely placed to contribute.”

“Tell us about a time when…”

The STAR method (Situation, Task, Action, Result) is a popular interview framework. The interviewer is trying to assess your personality through concrete past examples (“Here’s how I handled this problem that wouldn’t go away…”) rather than empty pronouncements (“I’m tenacious and I don’t quit.”) 

Cognism uses it, for instance, to get at a candidate’s motivation. “We don't hire for experience, we hire bright people who have a lot of drive,” explains chief revenue officer Nazma Qurban. “An example of a question we would use to uncover this is: ‘Name a time when you excelled in something you did.’” Another classic: “Tell us about a time you failed.”

It’s vital to ensure you have a couple telling anecdotes in mind before an interview. For career starters, it’s an opportunity to bring up schoolwork, volunteering, family responsibilities… All life experiences are fair game. 

“What do you think of our product?”

That’s a question you’ll get at Curve. Don’t think you should just flatter your interviewer. “We are happy to be challenged on the product as obligation to dissent is one of our key company values,” says recruiter Al Mortlock. Providing thoughtful, critical feedback is a good way to demonstrate what you’ll bring to the job. 

That means doing your due diligence. Most Top Startups say they expect candidates to have researched the company. Extra points if you’ve reached out to employees in similar roles, attended one of their events or checked the interviewer’s LinkedIn profile. “Preparation is key,” says Moneybox’s Oates. “Downloading the app is a must!” Obviously. 

“What have you learned lately?”

A startup job is constantly evolving. “We look for candidates who embody a growth mindset: those who are lifelong students, hungry to learn and continually develop themselves in a self-directed, self-corrective way,” explains Paterson at Attest. “To test this, we ask things like: What was the last thing you taught yourself that you were able to successfully apply to your role?”

Some other versions of this question at Modulr, Flagstone and Arrival, respectively: “What will stretch you about this role?”, “What do you want to achieve in your next role?”, and “What's your dream job and how can we help you achieve that here?” They want to know you’re motivated to keep growing, within and beyond the particular job you’re applying for. 

“Describe your ideal weekend.”

Hiring in a startup isn’t just about getting someone to do the job; it’s picking someone who’ll spend countless hours with you in a small office. “Cultural fit” is key — finding a new hire with shared values and an interesting mind. So Monese asks about a candidate’s ideal weekend. At 11:FS, interviewers want to know about your hobbies: “We like to know our people as people,” says marketing manager Bianca Sarafian. “Do you love football? Are you a ski-fanatic? Collect coins (weird, but we're into it)?” The Goat Agency and LADbible Group go for the more open, “Tell us about yourself.” Up to you where you take it. And Babylon Health sets the bar high: “Do you have the humanity for us to trust you to raise our children?”

What are some of the more surprising interview questions you’ve faced? What are your tried-and-true ones when hiring? Share in the comments below.