Forget the “where do you see yourself in five years” script. Job interviews in 2025 hit different.
If you’re out here job hunting and feeling like the traditional interview advice doesn’t quite land anymore, you’re not imagining things. Gen Z has entered the workforce with different expectations, communication styles, and frankly, less patience for corporate theater. And whether hiring managers like it or not, the interview game is changing.
The Old Playbook Is Dead
Remember when the standard advice was to research the company for hours, memorize their mission statement, and have a perfectly rehearsed answer for every generic interview question? That playbook was written by boomers, for boomers, in an economy where companies had all the power and you were supposed to feel grateful just to be considered.
Plot twist: We’re not playing that game anymore.
What’s Actually Different Now
Transparency Is Non-Negotiable
Gen Z candidates are asking about salary in the first conversation, not the third. They’re inquiring about work-life balance before the hiring manager can even finish their spiel about “company culture.” And you know what? It’s working.
A 2024 survey found that 76% of Gen Z job seekers have walked away from an interview process due to lack of salary transparency. Companies are learning—albeit slowly—that playing coy about compensation is a fast way to lose good candidates.
What to actually say: “I want to make sure we’re aligned on compensation expectations before we invest more time. What’s the salary range for this position?”
Not: “I’m flexible on salary” (No you’re not, and you shouldn’t be.)
The “Culture Fit” Interrogation Goes Both Ways
Previous generations were taught to mold themselves to fit the company. Gen Z is interviewing the company just as hard as the company is interviewing them. They’re asking pointed questions about:
- DEI initiatives (and whether they’re actually implemented or just PR)
- Mental health support and PTO policies
- Remote work flexibility
- How the company handled the pandemic
- Actual work-life balance vs. performative work-life balance
Sample questions that work:
- “Can you give me an example of how someone on your team has used the mental health benefits?”
- “What does work-life balance look like in practice on your team?”
- “How do you handle someone who needs to log off at 5 PM for personal commitments?”
Authenticity Over Performance
The perfectly polished, corporate-speak interview performance? It’s reading as fake now. Hiring managers—especially younger ones—are responding better to candidates who:
- Admit when they don’t know something instead of bullshitting
- Show personality and humor
- Talk about their actual interests and values
- Acknowledge the weirdness of the interview process itself
One recruiter told me: “I’d rather hire someone who says ‘honestly, I’m not sure how I’d handle that situation, but here’s how I’d approach figuring it out’ than someone who gives me a perfectly rehearsed but generic answer.”
Digital Native = Different Communication Style
Gen Z communicates differently. They’re comfortable with:
- Video interviews (but also kind of over Zoom fatigue)
- Text-based communication as a serious medium
- Quick, efficient exchanges over lengthy emails
- Being direct without the corporate fluff
What doesn’t work: Making them play along with outdated formalities. Requiring a cover letter that basically restates the resume. Three-month interview processes with seven rounds. Personality tests that feel invasive.
The New Interview Strategies That Actually Work
Do Your Stalking (Research) Strategically
You don’t need to memorize the company’s entire history. What you need:
Five Minutes on Their Site:
- Current projects or products
- Company size and stage (startup vs. established)
- Their stated values (to see if they align with yours)
Ten Minutes on LinkedIn:
- Who you’re interviewing with
- Their background and how long they’ve been at the company
- Mutual connections who can give you intel
Five Minutes on Glassdoor:
- Recent reviews (especially from people who left)
- Salary ranges
- Interview process details
That’s 20 minutes total. Don’t spend three hours on this unless you’re genuinely excited about the company.
Prepare Stories, Not Scripts
The old advice to memorize answers doesn’t account for how boring that is to listen to. Instead:
Have 3-5 solid stories about:
- A challenging project and how you handled it
- A time you failed and what you learned
- How you work with difficult people or situations
- Something you created or improved
- Why you’re actually interested in this type of work
These stories can be adapted to answer most behavioral questions without sounding rehearsed.
The Salary Negotiation Meta Has Changed
Previous generations waited for the offer to negotiate. Gen Z knows that every conversation is a negotiation, and they’re setting expectations early:
First Conversation: Ask for the salary range Phone Screen: Confirm you’re in the right range Later Interviews: Discuss total compensation (benefits, equity, bonuses) Offer Stage: Negotiate based on the value you bring
Key phrase to use: “Based on my research and the value I’d bring to this role, I’m targeting [specific range]. Does that align with what you’ve budgeted for this position?”
Read the Room (Even Virtually)
Some hiring managers are adapting to new norms. Others are stuck in 1997. Your job is to figure out which one you’re dealing with and adjust accordingly:
Progressive indicators:
- They ask about your pronouns
- They’re transparent about salary without being asked
- They acknowledge the power dynamic of interviews
- They talk about flexibility and trust
Old-school indicators:
- “We’re like a family here”
- Dodging salary questions
- Emphasis on “paying your dues”
- Questions about why there are gaps in your resume
Adjust your approach based on what you’re seeing. Sometimes you need to play the game a little. Sometimes you can be fully yourself. Sometimes you should just run.
Red Flags to Actually Watch For
Gen Z is better at spotting BS, but here are some that are easy to miss:
“We wear many hats here” = You’ll be doing three jobs for one salary
“Fast-paced environment” = Chaotic and understaffed
“Unlimited PTO” = You’ll feel guilty taking any time off
“We work hard and play hard” = Mandatory after-work socialization and no boundaries
They ghost you after interviews = They’ll ghost you as an employee too
Everyone seems miserable = Trust your gut
They can’t explain why the position is open = High turnover
Questions You Should Be Asking
Flip the script with these:
“What’s the biggest challenge facing your team right now?” (Shows you’re thinking about solving problems, not just getting hired)
“How does the company handle mistakes or failures?” (Reveals whether you’ll have psychological safety)
“Can you tell me about the career trajectory of someone who previously had this role?” (Shows if there’s actually room for growth)
“What would make someone wildly successful in this role?” (Gets clearer expectations than “what are you looking for in a candidate”)
“Why did you choose to work here?” (Personal answers reveal more than corporate answers)
The Virtual Interview Game
Since most first and second rounds are still remote:
Technical Basics:
- Test your setup 10 minutes early
- Good lighting (face a window or use a lamp)
- Clean, boring background (or use a professional virtual background)
- Headphones to reduce echo
The Human Element:
- Look at the camera when talking, not the screen
- Keep notes visible but don’t obviously read from them
- Nod and show engagement (it translates better on video than you think)
- It’s okay to say “let me think about that for a second”
The Setup:
- Have water nearby
- Keep your phone out of reach
- Close unnecessary tabs and apps
- Wear real pants (just in case you need to stand up)
What to Do When They Ask “Do You Have Any Questions?”
Never say no. This is your chance to (a) show you’re thoughtful and (b) gather intel. Use this opportunity to ask:
- About team dynamics and communication styles
- About their personal experience at the company
- About next steps in the process
- About something specific you discussed earlier (shows you were listening)
The Follow-Up That Actually Matters
The thank-you email is still a thing, but make it count:
Bad: “Thank you for your time. I’m very interested in this position.”
Good: “Thanks for walking me through the [specific project]. I was thinking more about [thing you discussed], and here’s an idea I had…”
Show you’re already thinking like someone on the team, not just someone desperate for any job.
The Bottom Line
Gen Z is rewriting interview norms by simply refusing to accept the status quo. You’re allowed to ask about money. You’re allowed to assess whether the company is right for you. You’re allowed to be a human being instead of a perfectly polished automaton.
The companies that adapt to these new expectations are the ones that will get the best talent. The companies that don’t? Well, they can keep posting about their “talent shortage” on LinkedIn.
You’re not being entitled. You’re being strategic. The job market has shifted, and you’re navigating it the way that makes sense for how you actually work and communicate. Keep doing that.
Now go forth and interview like the competent, authentic human you are. And remember: if they’re not vibing with your energy, that company probably wasn’t right for you anyway.
What’s the wildest thing that’s happened to you in a job interview? Let’s collect some stories in the comments.