For experienced professionals in supply chain, logistics, and commercial functions preparing for their next leadership step
You’ve done the work – now it’s about proving your value, owning your wins, and showing what’s next.
At mid-career level, interviews shift. You’re no longer being assessed on whether you can do a job – you’re being assessed on how well you’ve done it, and whether you’re ready for more.
The challenge isn’t just answering questions – it’s choosing the right examples, striking the right tone, and showing progression.
This guide helps you prepare with intention – so you can walk into your next interview with clarity, confidence, and control.
Employers expect more - and so should you.
You’ll be asked about leadership, results, commercial impact, and how you’ve navigated complexity. And they’ll want evidence.
Great preparation means:
At this level, interviewers are looking for candidates who:
The goal isn’t to be perfect - it’s to be credible, commercial, and clear.
1. Research the Company & Role - With More Depth
At this level, you’re expected to understand context. Look beyond the basics.
Where to look:
2. Questions You’re Likely to Be Asked
Expect more layered questions - often focused on how you lead or solve, not just what you did.
Example 1 - Strategic problem-solving:
“Tell me about a time you were responsible for fixing a process or system that wasn’t working.”
Example 2 - People leadership:
“Describe a time when you had to deliver difficult feedback - how did you handle it?”
Other common questions:
This is where your examples need to reflect scope, influence, and thinking - not just output.
3. Structure Your Answers with STAR (But Add Maturity)
Example:
“Inventory accuracy dropped below 90% following a system change (S). I was tasked with stabilising performance before peak (T). I led a root cause review, retrained teams, and created a phased cycle count plan (A). Within four weeks, accuracy returned to 97.8% and shrinkage reduced by 11% (R).”
4. Choose the Right Examples
Use examples that show growth, leadership, and resilience - not just comfort zone wins.
Example 1:
Talk about a time you turned around a struggling process, team, or supplier relationship, and what changed because of your approach.
Example 2:
Use a time you navigated ambiguity - such as a restructure, new system launch, or urgent project, and how you kept your team aligned and delivering.
Staying too tactical
You’re not junior anymore. Don’t just talk about doing - talk about deciding, guiding, delivering.
Downplaying leadership because of imposter syndrome
You don’t need to manage 50 people to be a leader. Show ownership, decision-making, and influence - that counts.
Avoiding mistakes or conflict
Mid-level roles come with complexity. If you’ve made hard calls or learned from failure - talk about it. That’s maturity.
At mid-career, virtual interviews often include panels, case questions, or scenario-based discussions.
Make your questions count - and show that you’re thinking like a leader.
These questions signal confidence and strategic thinking - not just curiosity.
Mid-career interviews are about more than proving your experience - they’re about showing where you’re going next. The right preparation helps you shape your narrative and speak to your strengths as a contributor, a collaborator, and a future leader.
You don’t need all the answers - but you do need to know what story you’re telling.
