Interview Prep Guide · 2026
How to Research Your Interviewer Before the Call
Two candidates walk into the same interview. One knows the company. The other knows the company and the person interviewing them — their background, what they care about, where they've worked, and what kind of candidates they tend to connect with.
Which candidate has the better conversation?
Researching your interviewer is the most underused preparation strategy in job searching. Most candidates stop at company research. The ones who get offers go one level deeper.
Why This Matters More Than Most People Think
Interviews are fundamentally human conversations. The interviewer isn't a neutral evaluation machine — they're a person with a career story, professional interests, and things they find compelling in candidates. Knowing something about who they are before you talk to them lets you connect, not just perform.
It also makes the interview feel collaborative rather than interrogative. When you can reference something specific about their background — "I saw you came from [industry] before joining here — I'm curious how that transition shaped your perspective on [relevant topic]" — you shift the dynamic entirely.
💡 The goal of interviewer research is not to know personal things about them. It's to understand their professional context well enough to have a more relevant, more connected conversation.
Where to Find What You Need
LinkedIn — your primary source
Career history and trajectory
Where have they worked? How long at each company? What roles did they hold?
→ Use to find common ground ("I saw you were at [company] — I worked with their team on [project]") or to understand their expertise
Their current role and how long they've been there
Check their title and tenure at the current company
→ A long-tenured person knows the culture deeply. A newer person may be building it. Both are interesting conversation angles.
LinkedIn activity — posts, comments, articles
What topics do they engage with? What did they share last week?
→ Signals what they care about professionally. If they post about AI infrastructure, they'll be interested in candidates who have thought about that.
Education and background
Where did they go to school? Any shared background?
→ Shared alma mater or industry background creates an instant connection point — use it naturally, not aggressively
Skills and endorsements
What are their top skills? What does their network endorse them for?
→ Signals what kind of thinking they value. A candidate who can speak to their endorsed skills is more likely to be seen as a peer.
Beyond LinkedIn
Conference talks or panels
Search "[name] talk" or "[name] conference" on YouTube or Google
→ Watching someone present tells you more about how they think than any LinkedIn profile. Also gives you excellent conversation material.
Published articles or blog posts
Search "[name] article" or check Medium, Substack, company blog
→ "I read your piece on [topic] — it changed how I think about [relevant thing]" is one of the most powerful things you can say to a professional.
Podcast appearances
Search "[name] podcast" — many professionals have been guests
→ Podcast conversations are long-form and candid. You'll learn things that don't appear anywhere else.
How to Use What You Find — Without Being Weird
The line between thorough and unsettling is about professional vs. personal. Everything above is professional. What they had for breakfast is not. What their kids' names are is not. What neighborhood they live in is not.
✓ Do reference
Their career path and transitions
Their published content or talks
Their expertise or specialization
Their tenure and trajectory at the company
Topics they post about professionally
✗ Don't reference
Personal social media (Instagram, Facebook)
Their location, family, or personal life
Things you found through mutual connections they didn't share publicly
Anything that would make them wonder how you knew it
Questions to Ask Based on What You Find
Interviewer research is most valuable when it informs the questions you ask. Here's how to convert what you find into great interview questions:
If they're newer to the company (less than 2 years)
"I saw you joined [company] about [X] ago — what surprised you most about the role or the company when you got here?"
If they have a non-linear career path
"Your path from [earlier role/industry] to where you are now is interesting — what was the most important thing you carried over from that earlier experience?"
If they've published content on a relevant topic
"I read your piece on [topic] — you made the case for [specific argument]. How has that thinking evolved since you wrote it, especially in light of [recent development]?"
If they're a long-tenured employee
"You've been at [company] for [X] years — that's rare. What's kept you here? And what do you think makes someone thrive here long-term?"
💡 The best questions aren't about the company — they're about the person. "What do you love most about your work here" tells you more about fit than "what's your company's revenue model."
What to Do When You Can't Find Much
Not everyone has an active LinkedIn or published content. When research yields little:
- Focus on the role and team structure — ask about their experience managing or working with people in your type of role
- Ask about their own path at the company — everyone has a story even if it's not published
- Look for the company's content and approach the conversation from that angle instead
No research is a reason to not try. Partial information is still better than none.
The Pre-Interview Briefing
Before the interview, write down three things:
- One thing you found that you can reference naturally if it fits
- Two questions you want to ask specifically because of what you learned
- One connection point — something in their background that overlaps with yours
You won't use all of it. But having it ready means you'll use some of it — and that's the difference between a forgettable interview and a memorable one.
Get a Full Interviewer Profile
RISN researches any interviewer from LinkedIn and public professional sources — their career story, likely interview style, and conversation angles that create real connection. One profile per session. Zero footprint on their end.
Research my interviewer →Frequently Asked Questions
How do I research my interviewer before a job interview?
Research your interviewer on LinkedIn before any interview. Look at their career history and trajectory, how long they've been at the company, what they post about professionally, and any published articles, conference talks, or podcast appearances. Use what you find to ask more relevant questions and create genuine connection points. Reference their professional work naturally — not their personal life.
Is it appropriate to look up your interviewer on LinkedIn?
Yes — it's not only appropriate but expected. Hiring managers research candidates extensively before interviews, and candidates who research their interviewers are seen as more prepared and serious. What's appropriate: career history, published content, professional posts. What's not appropriate: personal social media, family information, or location.
What should I look for when researching an interviewer?
Look for: their career path and transitions, how long they've been at the company, what topics they post about professionally, any published articles or talks, and their current role and seniority. Each of these shapes what questions are appropriate to ask and what connection points exist.
How do I use interviewer research in the actual interview?
Use research to ask better questions. If they have a non-linear career, ask what they carried from earlier experience. If they published content on a relevant topic, reference it specifically. If they're newer to the company, ask what surprised them. Reference their background as genuine curiosity, not as a demonstration that you researched them.
What is the difference between researching a recruiter and a hiring manager?
Research both but use the information differently. For a recruiter, focus on their process experience and how to make their job easier. For a hiring manager, focus on domain expertise, management style signals, and the technical or strategic challenges they're focused on — they're evaluating whether you can do the job and whether they want to work with you.