Interview mock session with Leo Johansson-Stockford: Research Scientist position
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In this session, recruiter Leo walks through a live mock Talent Acquisition (TA) screening interview with a real candidate preparing for a final-stage interview.
Together, we discuss:
- the difference between a TA screening and a hiring manager interview
- what recruiters are actually evaluating during early interview rounds
- how to answer difficult behavioral questions
- what companies want to hear when asking about stress, weaknesses, missed deadlines, or boring tasks
- how candidates from academia can prepare for private-sector interviews
- how to structure answers using real examples and personal impact
The session also includes detailed recruiter feedback after the mock interview, explaining:
- why certain answers work better than others
- common mistakes candidates make
- how recruiters interpret responses
- what hiring teams are trying to assess behind each question
And following the Interview mock session, Leo answered some questions that the participants asked. The QA part is also available on Spotify.
Q: Can you introduce yourself?
I’m Leo. I’ve been working as a recruiter for around 10 years in Finland and internationally. Over the years, I’ve recruited for a wide range of roles, from biotech and SaaS to gaming and defense. I’ve worked both in-house as part of companies and as a consultant helping different organizations find and evaluate candidates.
Q: Is it okay to say salary is not important in an interview?
When I ask about salary, it’s not about filtering candidates — it’s about making sure expectations match early in the process.
If someone says “I’m not interested in salary, only the work,” I understand the intention, but it can come across as unprepared. Salary is always part of the decision on both sides.
What I recommend instead is:
- Be ready with a realistic salary range
- Ask about the company’s budget when appropriate
- Understand that salary is always part of the decision-making process
That creates a much more productive conversation.
From my perspective, companies that only try to hire the cheapest candidate are a red flag.
Q: How should I present experiences that are not obviously relevant to the job?
If an experience is truly relevant, it should be possible to connect it to the job description — even if it’s not obvious at first.
What I look for is how well you can translate your experience into the language of the role.
For example, if I worked in accounting but the role is in data or systems, I wouldn’t just say “I did accounting.” I would explain what I actually worked with — for example, large datasets, sensitive information, or structured systems — and how that connects to the new role.
Relevance is about interpretation, not just titles.
Q: Should I answer interview questions immediately or pause?
Both are completely fine.
In some roles, especially fast-paced ones like sales, quick responses can be a strength. In other situations, taking a moment is actually very good.
I often recommend saying something like:
“I’ll take a moment to think about that.”
That shows clarity and thoughtfulness, not hesitation.
Personally, I tend to answer quickly in interviews, but I think taking a pause is a very valid approach.
Q: How flexible are start dates and holidays?
This depends on the company, but in general, flexibility is often possible.
What matters most is that I bring it up early in the process. That way, there are no surprises later.
Some companies can accommodate immediate starts followed by short holidays. Others may need more structured planning. It really depends on the business context.
Q: Should I always be myself in interviews or try to answer “correctly”?
I always recommend being yourself.
Interviews are not about performing a role — they are about assessing fit. If someone gets hired based on a version of themselves that isn’t real, it usually creates problems later.
Being authentic helps ensure:
- a better long-term fit
- fewer surprises after hiring
- more sustainable performance in the role
Q: Should I mention burnout in an interview?
This really depends on the person and how comfortable they are talking about it.
If mentioned, candidates should be able to:
- Talk about it comfortably
- Explain what they learned
- Show how they manage workload and prevent recurrence
It can be framed positively, but only if the candidate feels confident discussing it. Otherwise, it may be better not to bring it up.
Q: Why do some companies use psychologists in interviews?
Some companies include psychologists or psychometric testing in their hiring process, especially for roles where:
- the emotional load is high
- the environment is sensitive
- the responsibilities are critical or regulated
The psychologist’s role is to interpret those assessments professionally, something recruiters are not trained to do in the same way.