Interview Mastery Course
Programmes Course 01
Anyone who sits on a panel. For the people who sit on a panel but do not own the requisition. Narrower than Mastery by design.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
Featured in
You sit on panels. You ask decent questions. The notes are still a paragraph of vibes, the debrief is a vote, and the next interviewer invents a different bar. That is not a skill gap in the candidates – it is a missing standard in the room.
For the people who interview but do not own the requisition. How to ask for evidence, how to follow up until an answer is specific, and how to write notes a debrief can actually use. Narrower than the Mastery Programme by design – this is the interview, not the whole system.
Format
Work through the material at your own pace, then practise in live clinics: the second and third question most panels never ask.
For
Senior ICs and panel members asked to interview without ever being shown how.
Scope
Prepare against the role, ask for evidence, follow up until it is specific, and write notes a debrief can use.
Read the one-pager, not the job advert. Know which competency is yours. Ask about what happened, not what they would do, and write the notes within ten minutes against the bar you set beforehand. Narrower than Mastery on purpose: this is the interview, not the whole system.
Learning to articulate clear role expectations and the attributes candidates need to succeed has transformed my hiring approach. With that foundation, every subsequent decision becomes straightforward – we cut time-to-offer by ~30%* on our next engineering round. I appreciated the class for its pragmatic, easy-to-apply framework.
Christoph Henzelmann
Engineering Chapter Lead, DKB
Konstanty’s "School of Hiring" is a must for any hiring manager. Throughout the programme, he not only breaks down the “why” behind each training module, but also equips you with a clear, actionable toolkit for every step of your hiring process, from the preparation all the way to crafting an onboarding plan for your new hire. I especially loved the "Hiring blueprint" and "Interview Mastery" modules. What really sets this programme apart are the 1:1 coaching sessions – first-year attrition on those hires dropped ~25%*. Can’t recommend it enough!
Stiliyana Yordanova
Engineering Manager, DKB Code Factory
Konstanty and the team he built around him, is ultra-professional, laser-focused, no-frills and altogether a joy to work with. Our leadership debriefs stopped looping – decision cycles shortened by roughly two weeks* per senior hire.
Christoph Monnet
Board Member, Hypoport InsureTech
Konstanty is one of the most insightful professionals I’ve worked with when it comes to hiring and organizational strategy. His ability to combine a deep understanding of business with a methodical, people-focused approach is exceptional. Working with him has been a game-changer – agency spend down ~40%* in two quarters as managers owned the process. If you’re serious about building a high-performing team, he is the person you need by your side.
Oliver Aust
Founder, Eo Ipso
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45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
01
Read the one-pager, not the job advert. Know which competency is yours. Write down what a strong answer would have to include before you meet anyone – so you are not inventing the bar in the room.
You produce
A written bar: which competency is yours, and what a strong answer would have to include.
02
Questions about what happened, not what they would do. One competency, held long enough to get past the rehearsed version. Fluency is not a signal. Specificity is.
You produce
Questions about what happened, held long enough to get past the rehearsed version.
03
When, with whom, what changed. The first answer is almost always a summary. The useful one is underneath it. Clinics are for practising the second and third question, which is where most panels stop.
You produce
The second and third question practised, until when, with whom, and what changed are on the page.
04
Notes within ten minutes, against the bar you set beforehand, before you talk to anyone else on the panel. A debrief cannot be about the evidence if the evidence was never written.
You produce
Notes within ten minutes, against the bar you set beforehand.
05
Open with what you heard, not with a yes or a no. Defend a rating with a story. Change your mind out loud when someone else’s notes are better. This is the skill most interviewers are never taught.
You produce
A debrief opening: what you heard, and a rating defended with a story.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
01
You walk in knowing what you are assessing, what a strong answer sounds like, and what you will write down.
02
What happened, with whom, what changed – not a hypothetical, not a culture-fit performance.
03
Written within ten minutes, against the competency you were assigned, before anyone compares impressions.
04
You can disagree without theatre, because you brought specifics rather than a feeling.
Before
You walk in and invent the bar in the room.
After
You walk in knowing what you are assessing, what a strong answer sounds like, and what you will write down.
Before
The notes are still a paragraph of vibes.
After
Notes written within ten minutes, against the competency you were assigned, before anyone compares impressions.
Before
The debrief is a vote.
After
You can disagree without theatre, because you brought specifics rather than a feeling.
First win
A preparation you can repeat: what you are assessing, what a strong answer sounds like, and what you will write down.
Published author. Twenty years hiring internationally — a thousand hiring decisions lived with. The work is done on your live roles, and watched the way surgery is watched.
Narrower than Mastery on purpose. If you also need the role defined, start there.
01
Pick a time and tell me what you are hiring for.
02
45 minutes on your hiring today, the gap, and whether this offer fits.
03
Within one working day of the call: the dates, and what to have ready.
04
The self-paced material and the clinic calendar. Narrower than Mastery by design – this is the interview, not the whole system.
Investment
Price on request
No hard sell. If it is not a fit, I will say so.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
Included
If you also need the role defined and the loop designed, take Hiring Mastery. This course is the interview only – on purpose.
No. The material is self-paced; the clinics are live. That is where you practise the second and third question – the ones most panels never ask.
Yes. That is often how a standard spreads past the managers who already have it. Talk to us about a cohort for your interviewers.
You will get a preparation you can repeat, and questions that ask for evidence. Not a script to read out loud – that produces performances, not signal.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way