Adapted from a real OPS Staffing article originally posted by Mitchell Riley (Aug 2019).
The interview hasn’t changed as much as the technology around it. You might meet your interviewer on video, an AI might transcribe the conversation, and in many states they legally can’t ask what you used to make. But the fundamentals — preparation, specifics, and honesty — still decide who gets the offer. Four tips that hold up in 2026:
“Why do you want to work here?” is still the first real question, and a generic answer still kills your chances. Before the interview, learn what the company actually does: recent projects, the markets they serve, what their customers say about them. For a restoration company, that means knowing whether they do residential, commercial, or both — and having one genuine reason you’re interested beyond “I need a job.”
Check your interviewer’s LinkedIn too. Knowing their background gives you context for the conversation and, occasionally, common ground. Just don’t recite their resume back at them.
“Tell me about a time you handled a difficult situation” is an invitation to tell a story, not to say “I’m a hard worker.” Use the STAR method: Situation, Task, Action, Result. Set the scene in one sentence, say what you did specifically, and end with what happened.
Weak: “I’m good under pressure.”
Strong: “On a commercial water loss last spring, our lead called in sick on day two. I reorganized the crew assignments, kept the dry log current, and we still hit the adjuster’s deadline. The PM put me on lead rotation after that.”
Specifics are believable. Adjectives aren’t.
A video interview is not a casual phone call — it’s the interview, and hiring managers judge it the same way. Test your camera and audio beforehand. Look at the camera, not your own video feed. Keep notes nearby but don’t read from a script; glancing down constantly is as obvious on screen as it sounds.
One new etiquette point: AI notetakers. If a bot joins the call to transcribe, it’s normal now — but if you’re recording on your end, say so. Transparency cuts both ways.
Salary history bans are now in effect in many states and cities: the employer can’t ask what you made at your last job, precisely so your next offer is based on the role’s value, not your past pay. Know the market rate for the position before you walk in, and have a range ready — not a single number, which boxes you in.
When they ask your expectations, anchor to the role and your experience: “Based on what I know about this position and the market, I’m looking for something in the range of X to Y.” Confident, specific, and negotiable. That’s the whole game.
Looking for your next role in restoration? OPS Staffing connects skilled professionals with companies hiring nationwide. Call (888) 482-6019.