Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Ace the Panel Interview Without Getting Overwhelmed
Transcript
- Lucas: You walk into a conference room. There are three people sitting on the other side of the table. One has a laptop open, one has a printed resume, and one is just watching you with a slight smile. You have no idea who's going to ask the first question—or what each of them actually cares about. That's the panel interview, and for a lot of people, it's the most intimidating format out there. Luna: It's totally different from a one-on-one. You can't just lock eyes with one person and build a rapport. You've got three sets of eyes on you, and they might not even be aligned with each other. Lucas: Exactly. And the stakes feel higher because there's a sense that you're being evaluated from multiple angles at once. But here's the thing—panel interviews are actually more predictable than they seem once you understand the roles each person is likely playing. Luna: What do you mean by roles? Lucas: In my experience—and I've seen this both as a candidate and as someone who's sat on panels—most panels break down into three archetypes. I call them the Evaluator, the Skeptic, and the Silent Note-Taker. The Evaluator is usually the hiring manager or the person who will be your direct boss. They're assessing whether you can do the job. The Skeptic is often a peer or a cross-functional stakeholder—they're looking for reasons you might not work well with the team. And the Silent Note-Taker is someone from HR or a senior leader who's mostly listening for red flags and writing down everything you say. Luna: That's a useful framework. So if you can quickly identify who's who, you can tailor your answers a little bit? Lucas: Exactly. You're not changing the truth of your answer, but you're emphasizing the angle that matters most to each person. Let me give you a concrete example. I worked with a product manager candidate who was interviewing at a Fortune 500 retailer. She walked into a panel of three: the VP of Product, the lead engineer, and a senior designer. The VP was the Evaluator, the engineer was the Skeptic, and the designer was the Note-Taker. She told me later that she could tell within the first two minutes who was who just by watching their body language. Luna: What gave it away? Lucas: The VP leaned forward when she mentioned roadmap strategy. The engineer crossed his arms when she talked about agile processes. The designer just kept taking notes, never changing expression. So she made a mental note: for the VP, emphasize outcomes and business impact. For the engineer, show that you understand technical constraints. For the designer, acknowledge the user experience angle. She addressed each answer to the person whose concern it was, but she made sure to glance at the other two as well, so nobody felt left out. Luna: That's smart. But what about when two of them ask opposing questions? I've heard candidates say they get thrown off when the engineer asks about scalability and the designer asks about usability, and they feel like they have to pick a side. Lucas: That's a really common fear. And the worst thing you can do is say, 'Well, those two things are in conflict.' Instead, you want to reframe it as a trade-off that you've managed before. So you might say, 'That's a great question from both of you. In my last project, we had a similar tension between load time and visual polish. What we did was prioritize the core user flow first, then layer in the enhancements after we validated performance. The engineer tracked latency, the designer tracked task completion rate, and we found a middle ground.' Now you've answered both questions without choosing sides, and you've shown you can navigate competing priorities. Luna: I like that. It also buys you a few seconds to collect your thoughts while you're acknowledging both people. Lucas: Exactly. And it gives the Note-Taker something concrete to write down—specific metrics, a real example. That's gold in a panel because the Note-Taker is often the one who writes the summary that goes to the hiring committee. Luna: Let's talk about eye contact. I've had candidates tell me they don't know who to look at while they're speaking. Do you have a rule of thumb? Lucas: I do. When you start an answer, look at the person who asked the question. That's a basic courtesy. But as you continue, shift your gaze to the other two, spending roughly equal time on each. I aim for about 60 percent of the time looking at the asker, 20 percent on each of the others. The key is not to stare at one person for a whole sentence—that can feel intense. Instead, complete a thought or a clause, then shift. It makes you seem inclusive and confident. Luna: And what if you blank on a name? You've just been introduced, but five minutes later you can't remember who's the VP and who's the engineer. Lucas: That happens to everyone. The trick is to avoid saying 'you' or pointing. Instead, use a descriptive label: 'the product team perspective' or 'the engineering viewpoint.' If you absolutely must refer to someone by name, it's okay to say, 'I'm sorry, could you remind me of your name? I want to make sure I'm addressing you correctly.' That's actually endearing—it shows you care about getting it right. I've never seen a panelist penalize someone for that. Luna: That's a good diplomatic move. Another thing I've observed is that panel interviews often have a set structure—each person asks questions in turn. But sometimes a panelist will jump in with a follow-up before the next person's turn. How do you handle that without looking rattled? Lucas: First, don't panic. If someone interrupts with a follow-up, it usually means they're engaged and curious—that's a positive signal. You can finish your current thought quickly, then turn to the interrupter and say, 'That's a really good point. Let me address that.' Then after you answer, circle back to the original asker and say, 'Does that cover your question as well?' That shows you're nimble and respectful of the process. Luna: And if the panelist who was supposed to go next looks annoyed that they got skipped? Lucas: You can proactively include them. After you answer the interrupter, say, 'And I think this also touches on what you were asking about earlier—' if you remember their question. Or just, 'I'd love to hear your thoughts on that angle too.' That flips the dynamic from being put on the spot to facilitating a conversation. It's a power move, but in a good way. Luna: You know, all of this reminds me that we've built up a whole library of episodes on specific interview questions—strengths, weaknesses, conflict, failure, salary expectations. But the panel format is really about weaving all those skills together in real time. And I think that's why people find it so hard. Lucas: You're right. It's the ultimate stress test of your interview prep. And that's actually why I love talking about it. Because if you can handle a panel, you can handle pretty much any interview format. Luna: And if this show has helped you think through your own interview strategy, we want to mention something. We keep this podcast completely ad-free—no sponsors, no commercials. That's a choice we made from day one because we believe career advice shouldn't be interrupted by ads. If you find value in what we do and want to support that choice, you can find us at buy me a coffee dot com slash fexingo. Lucas: Yeah, it's a small way to keep the lights on and help us keep making episodes like this one. No pressure at all—just putting it out there. Now, back to panels. One thing I haven't mentioned is what to do with your hands and your posture. Luna: Good. I was about to ask. Because sitting across three people, it's easy to shrink back or grip the armrests. Lucas: Right. The instinct is to make yourself small. But in a panel, you want to occupy your space confidently. Sit upright, keep your hands visible—rest them on the table or in your lap, but not in your pockets. Avoid crossing your arms because that can read as defensive. And here's a subtle trick: when you're listening to a question, nod slightly as the person speaks. That signals engagement and gives you a micro-beat to process before you answer. Luna: I've also noticed that people tend to speak faster in panel interviews. Is that something you've seen? Lucas: Absolutely. The adrenaline spikes because there's more stimulus. My advice is to deliberately slow down. Take a breath before you start speaking. Use a phrase like 'That's a great question' to buy yourself a second. Then answer at about 80 percent of your normal pace. It makes you sound more thoughtful, and it gives the Note-Taker time to write down your key points. Luna: And if you realize you've been talking for too long? I've definitely rambled in panels before. Lucas: You can always self-correct. Just say, 'I want to make sure I'm not going too deep—does that answer your question?' That invites a follow-up and shows self-awareness. Panelists appreciate that more than a five-minute monologue that goes off track. Luna: One more scenario: what if one panelist is clearly disengaged—looking at their phone or typing on their laptop? How do you handle that without getting flustered? Lucas: First, don't assume it's about you. They might be taking notes or dealing with an urgent email. Keep your energy up and direct your answer to the engaged panelists. If the disengaged person looks up, make eye contact and include them. But don't chase their attention—it can come across as needy. The evaluator, usually the hiring manager, will notice that you stayed composed. Luna: That's solid. I think we've covered a lot of ground. Before we wrap, do you have one piece of advice that you'd give to someone facing a panel tomorrow? Lucas: Yes. Arrive early, get the names and roles of the panelists if you can, and during the interview, treat it as three separate conversations happening in the same room. Each person has a different lens. If you can address each lens while keeping your core story consistent, you'll leave a strong impression. And remember—panels are usually a sign that the company is serious about hiring. They're investing multiple people's time to get to know you. That's actually a good thing. Luna: I like that reframe. It takes the pressure off a little. Thanks, Lucas. Lucas: Thanks, Luna. Good luck out there.