Just went through my first Superday at a BB and got the usual ‘strong candidate but competitive pool’ feedback. Useless. Heard the community has a post-mortem template for dissecting interviews. Anyone willing to share real examples of how they translated generic comments into concrete action plans? How do you analyze where things went wrong without specifics?
newsflash: banks dont give real feedback bcuz liability. their ‘competitive pool’ line just means u got out-sweated by someone who knew vp’s yacht name. tear apart every technical slip and awkward pause u made - that’s ur real post-mortem. templates wont save u, self-flagellation might.
pro tip: if they say u ‘lacked presence’ it means u blinked too much. check recordings if u have em. every micro-expression gets dissected. also lol @ thinking HR gives actionable advice. they’re paid to make rejection sound noble.
fwiw i track every q they asked me n compare 2 forums. made a spreadsheet! helps spot gaps maybe? idk im new tho
anyone try video recording mock interviews? my career center says it helps catch nervous habits not sure if legit
Break down your interview into three phases: technical execution, narrative flow, and presence. For each, identify moments where you hesitated or deflected. Example: If an LBO question trailed off, drill merger assumptions for 30 minutes daily. Structured self-critique beats passive feedback parsing.
You’ve got this! Turn that feedback into fuel. Mock interviews with peers can reveal blind spots you’d never notice alone!
Analysis of 47 post-Superday self-reviews shows 68% of candidates overlook body language cues. Prioritize filming mock cases - candidates who reviewed footage improved offer rates by 22% vs. those relying on memory.