You're a strong engineer.
Your answers just don't
prove it
yet.
1:1 coaching that treats your interview answers like a code review. Line-by-line feedback from someone who's sat on hiring panels at FAANG and scale-ups for 15 years: what's strong, what's vague, and what to cut. Sometimes the fix is a single line. Sometimes it's a full rewrite. Either way, your impact stops getting buried.
Here's what a review actually looks like.
Honestly, I'm a really good team player and I always try to keep everyone happy. We had some disagreements about the tech stack, but I helped sort it out and in the end it all worked out and we shipped.
don't tell.
actually happened?
you personally do?
Two senior engineers were blocked for a week on Postgres vs Dynamo for our events pipeline. I ran a half-day spike on both , wrote up the tradeoffs against our real read/write patterns, and proposed we benchmark on production-shaped data. We shipped two weeks early . I turned the doc into our team's default decision template .
impact ✓
scale ✓
Pick the review your interview needs.
Behavioural Review
Line-by-line on your core stories: ownership, conflict, ambiguity, impact. I rebuild the three or four examples you'll actually be asked about until they land as senior.
Live Mock + Scorecard
A realistic interview under pressure, scored exactly like a real panel scores you: structure, depth, clarity, missed signals. You leave with the filled-in scorecard.
Strategy Session
Hiring manager, system design, coding and AI-assisted rounds: what each stage is really testing, how it's scored, and a clear plan to walk in prepared. Not a bootcamp. A map.
One rate. No packages. No lock-in.
just show up ready to work.
Tick the ones that sting →
I'm Stephen. I've spent 15 years scoring answers like yours.
A Manchester-based tech recruiter who's hired software engineers across Europe, the US and Canada, including big-tech, FAANG-level environments and fast-growing SaaS scale-ups.
I've designed the interview plans, the evaluation rubrics, and the interviewer training. So I'm not guessing at what a good answer sounds like. I'm telling you what the people on the other side of the table are actually scoring.
"Behavioural rounds were always where I lost points, and I could never work out why. Stephen read my main story in five minutes and showed me exactly what was missing. Reworked it with him and got the offer at Stripe two weeks later."
"I was going for Staff and kept landing Senior. Stephen showed me the gap in how I was framing scope. One session and it finally clicked. Had an offer from an AI fintech a few weeks later."
"Six years of interviewing and the feedback was always the same: nothing at all, generic prep from a recruiter, or worse, being told what I wanted to hear. Stephen was brutal. It was exactly what I needed."