Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Handle the Youre Overqualified Interview Objection
Transcript
- Lucas: So Luna, we got an email this week from a listener named Sarah. She's a marketing director with fifteen years of experience, and she applied for a marketing manager role at a mid-size tech company. She got the interview, but about fifteen minutes in, the hiring manager said, 'Honestly, you're overqualified for this position. Why would you want it?' Luna: Ouch. That's one of those moments where you feel like the interview just derailed. And it's not a question you can brush off with a generic answer. Lucas: Exactly. And it's more common than people think. A 2024 LinkedIn survey found that forty-three percent of hiring managers admit they've rejected a candidate specifically because they seemed overqualified. So if you're a mid-career professional looking at a lateral or even a step down, you need to be ready for this. Luna: Right. So what's the fear behind the question? Why do they bring it up? Lucas: Three main concerns. First, they worry you'll be bored and disengaged — that the work won't challenge you. Second, they think you'll leave as soon as a better offer comes along. And third, there's the salary mismatch — they assume you'll expect more than they can pay, or that you'll be resentful if they can't match your previous compensation. Luna: So the answer has to address all three. What's the playbook? Lucas: I like a four-part structure. Start by acknowledging the concern directly — don't dodge it. Then explain your genuine motivation for THIS role and THIS company. Third, demonstrate that you're thinking long-term — not just a pit stop. And finally, reframe your experience as an asset, not a liability. Luna: Let's hear how that works in practice. Walk us through Sarah's potential response. Lucas: Sure. After the hiring manager says she's overqualified, Sarah could say something like: 'I appreciate you raising that — it's a fair question. I've been a director for the last five years, and I've learned that what I enjoy most is the hands-on work of building campaigns and mentoring a small team. This role lets me do that every day, without the budget meetings and board presentations that pulled me away from the work I love.' Luna: That's good — it acknowledges the concern and shows self-awareness. But what about the flight risk? How does she address that? Lucas: She can add: 'I've done the director track. I know I could go to another company and do that again, but I chose to apply here because I see a long-term fit. I want to grow WITH this team, not use it as a stepping stone. I'm looking for stability, and I believe this role aligns with my values.' Luna: That's strong. And the salary piece — she should bring it up proactively, right? To defuse it? Lucas: Absolutely. She could say: 'I know compensation might be a concern, and I'm open to having that conversation. I'm not expecting a director-level salary. What matters to me is the opportunity to do great work in an environment where I can contribute immediately.' Luna: That's a great pivot. I worked with a client a few years ago who was a senior product manager applying for a product manager role at a startup. He used a similar approach, and he got the offer. The founder later told him that his honesty about wanting to be closer to the product was what sealed it. Lucas: That's exactly the kind of story that shows the strategy works. The key is to sound genuine, not rehearsed. You're not apologizing for your experience — you're recontextualizing it. Luna: What about someone who's actually overqualified? Maybe they were laid off and need a job quickly — how do they balance honesty with not sounding desperate? Lucas: That's a tough spot. I'd say lean into the stability angle. Say something like: 'I'll be straightforward — I was impacted by a restructuring, and I'm focused on finding the right long-term fit. I'm not looking to jump ship in six months. I want to be somewhere I can settle in and make an impact.' Luna: And if the hiring manager keeps pushing? Like, 'But you've managed teams of twenty — how will you feel reporting to someone junior?' Lucas: Then you double down on motivation and humility. 'I've had the chance to learn from leaders at every level of my career. I'm not here to tell you how to run the department — I'm here to execute and support your vision. And I think my experience will let me hit the ground running in a way that saves you training time.' Luna: That turns the liability into a benefit. You're saying, 'I'll be productive from day one, and I'll make your team better.' Lucas: Exactly. And that's the underlying message you want to leave: I'm not a risk — I'm an accelerator. Hiring managers are making a bet on fit and longevity. Your job is to make that bet feel safe. Luna: So, the core takeaway: don't get defensive. Treat the objection as a legitimate concern and answer it with specifics, not platitudes. Lucas: Right. And remember, the hiring manager might actually WANT to hire you — they're just looking for reassurance. Give it to them, and you can turn that moment from a dealbreaker into a dealmaker. Luna: Sarah wrote back to us and said she tried this approach in her second interview. She got the job, by the way. So it works. Lucas: That's fantastic. And speaking of listeners who find value in the show — quick honest thing. We keep Interview Prep ad-free, which means no sponsor breaks, no product pitches. A handful of listeners chip in monthly through buy me a coffee dot com slash fexingo, and that's what makes producing this many episodes possible. So if you've gotten a job or even just one good tip from the show, that's the way to keep it going. No pressure — just a real behind the scenes note. Luna: Yeah, and we appreciate every single person who does. It makes a difference for a small show like ours. Lucas: Alright, back to the job search. If you're getting the overqualified objection in interviews, the worst thing you can do is downplay your experience or pretend you're less capable. Instead, own it, explain why you're making this choice, and show how the company wins. That's how you flip the script. Luna: And if you have a question for us, drop a note — we read every email. Next episode, we'll tackle another tough interview moment. Lucas: Thanks for listening, and good luck out there.