Behavioral (STAR) When to use: Most first and second rounds, especially consulting and big tech.
Velora focuses on: 5–6 STAR stories across leadership, conflict, failure and quantified impact, each mapped to the role · the behavioral questions you're most likely to get · tight answer angles.
Case / problem-solving When to use: Strategy, consulting, and product roles.
Velora focuses on: A structure-first approach (clarify → hypothesis → size → recommend) · 2–3 likely case prompts · the frameworks that fit this company.
Technical screen When to use: Engineering, data, and analytical roles.
Velora focuses on: Core concepts to review · likely technical questions · how to narrate your reasoning and tie answers to past work.
System design When to use: Senior engineering and architecture roles.
Velora focuses on: A repeatable approach (requirements → constraints → high-level design → deep-dive → trade-offs) · likely prompts · where to show seniority.
Take-home / work sample When to use: Roles with a practical assignment or portfolio review.
Velora focuses on: How to scope for signal-per-hour · what reviewers actually grade · how to document decisions and trade-offs.
Panel interview When to use: Cross-functional or committee interviews.
Velora focuses on: Mapping each panelist's function · tailoring answers per stakeholder · a crisp version of your story for each.
Executive / final round When to use: VP-and-above or final-stage interviews.
Velora focuses on: A strategic POV on the company · leadership and culture-fit answers · 1–2 sharp questions for leadership.
Values & culture fit When to use: Mission-driven companies and values-based rounds.
Velora focuses on: Mapping your real examples to the company's stated values · authentic answers · values to get ahead of.
Recruiter phone screen When to use: First call with a recruiter.
Velora focuses on: Crisp positioning and motivation · comp expectations · the screening questions to expect. Keep it tight and energetic.
First interview When to use: The opening round — usually a recruiter or hiring-manager screen.
Velora focuses on: A crisp 2-minute story, why this role and company, your 2–3 strongest fit points, and the baseline questions asked first — leave them wanting the next round.
Second interview When to use: The middle round — deeper dives with the team, peers, or hiring manager.
Velora focuses on: Deeper role-specific examples with metrics, team and working-style fit, and the harder follow-ups that go beyond a first screen.
Third interview When to use: The final round — senior leadership, decision-makers, or a panel.
Velora focuses on: A strategic POV on the company, executive presence, leadership and culture fit, closing on motivation, and 1–2 sharp questions for leadership.