Learn what each interview mode is really testing, what questions to expect, and how to practice with examples you can reuse.
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Behavioral interviews test how you worked — your decision-making, collaboration, conflict handling, and ownership.
Technical interviews test what you can build — your problem-solving process, fundamentals, and role-specific skills.
Most roles have both. The trick is practicing answers in the right format (STAR for behavioral, structured thinking for technical).
| Dimension | Behavioral Interview | Technical Interview |
|---|---|---|
| Goal | Evaluate how you operate | Evaluate your skills & problem-solving |
| Typical questions | "Tell me about a time…" | Coding, system design, case study, role tasks |
| What good looks like | Clear story + measurable impact | Clear approach + correct tradeoffs + communication |
| Best practice method | STAR method (Situation–Task–Action–Result) | Step-by-step reasoning + check assumptions |
| Common mistakes | Vague stories, no results | Jumping to code, no explanation, ignoring constraints |
Behavioral interviews focus on your past actions to predict future performance. You'll usually hear prompts like:
Use STAR to keep your answer structured and credible:
Some candidates search for "star for interviewing techniques" — they usually mean the STAR interview technique used to answer behavioral interview questions.
STAR outline:
Focus on ownership + correction + prevention, not self-blame.
Paste your story bullets. Get a structured answer you can practice.
Generate STAR Answer →Technical interviews evaluate your role-specific capability. Depending on the job, this may include:
Write + explain + test
Ship a small project with README
Requirements → architecture → tradeoffs
Discuss past technical decisions
Get role-specific questions + structured answer frameworks.
Practice Now →Gather 6–8 real stories (projects, conflicts, failures, wins)
Turn 3 stories into structured STAR answers
Say each answer out loud + tighten to 90 seconds
Review basics + practice 5 role-specific questions
Record yourself answering questions
Rewrite vague results into numbers and metrics
20 min behavioral + 40 min technical practice
Simple, direct answers beat jargon every time.
Always end with measurable results.
Clarify constraints before diving into solutions.
It's okay (and expected) to ask for more context.
Sounds fake. Know your structure, not your script.
Mostly yes — STAR is designed for "Tell me about a time…" prompts. For technical interviews, focus on structured problem-solving instead.
Use school projects, volunteering, personal projects, or part-time work — the structure matters more than the setting. Focus on what you learned and how you approached problems.
Aim for 60–120 seconds. Shorter is better if it's complete. Practice saying it aloud to check timing.
Practice small sets daily and explain your reasoning out loud. Focus on fundamentals first, then move to role-specific topics.
Yes, but angle it differently. One project can show leadership, problem-solving, and conflict resolution — just emphasize different parts.
Behavioral interviews test how you work (collaboration, decision-making, ownership). Technical interviews test what you can build (skills, problem-solving, fundamentals). Most roles require both.
Generate STAR answers, practice role-specific technical questions, and build confidence with examples you can reuse.