LinkedIn Interviewer Research: Building Rapport Through Preparation

You walk into an interview. The interviewer mentions they went to Michigan. You went to Michigan too—but you didn't know that, so you miss the chance to connect.

Here's the truth: 5 minutes of LinkedIn research can create instant rapport.

Interviewers are people. They respond to shared connections, common interests, and candidates who've clearly done their homework. When you reference something specific from their background, you signal: "I care about this opportunity."

What LinkedIn research reveals:

• Shared connections: Alumni, former colleagues, mutual contacts
• Career path: How they got to where they are
• Interests: What they post about, care about, champion
• Recent activity: Projects, promotions, company news

This guide shows you how to research interviewers on LinkedIn, find conversation starters, and use insights to build genuine connections.

Why Interviewer Research Matters

1. Builds Instant Rapport

Shared background creates connection: "I saw you worked at Salesforce—I did too!"

2. Shows You're Serious

Referencing their background signals you invested time preparing.

3. Helps You Tailor Questions

Knowing they care about sustainability? Ask about company's ESG initiatives.

4. Reduces Anxiety

Knowing who you're talking to makes interviews feel less intimidating.

💡 Pro Tip: Research interviewers as soon as you get their names. Don't wait until the night before.

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What to Look for on LinkedIn Profiles

1. Current Role & Tenure

What to check:

• How long have they been at the company?
• What's their current title and responsibilities?

Why it matters:

• Long tenure (3+ years): They know the company well; ask about growth, culture evolution
• Short tenure (<1 year): Newer perspective; ask about onboarding, what attracted them

Example:

"I saw you joined [Company] last year. What's been the most surprising thing about the culture?"

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2. Career Path

What to check:

• Where did they work before?
• What roles/industries have they been in?
• Did they get promoted internally?

Why it matters:

• Shows what they value (career progression, company loyalty, diverse experience)
• Reveals shared background

Example:

"I noticed you transitioned from engineering to product management. What drove that shift?"

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3. Education

What to check:

• Where did they go to school?
• What did they study?
• Any shared alma maters?

Why it matters:

• Alumni connections are powerful
• Shows their background and expertise

Example:

"I saw you're a Michigan alum—Go Blue! What was your experience in the [program]?"

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4. Skills & Endorsements

What to check:

• What skills are they known for?
• What do their endorsements emphasize?

Why it matters:

• Tells you what they pride themselves on
• Reveals technical vs. leadership focus

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5. Recent Activity & Posts

What to check:

• What do they share or comment on?
• What topics do they care about?

Why it matters:

• Shows their interests and values
• Provides conversation starters

Example:

"I saw your post about AI ethics. I'm really interested in that topic too. How does [Company] approach responsible AI?"

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6. Shared Connections

What to check:

• Do you have mutual connections?
• Former colleagues, classmates, or contacts?

Why it matters:

• Mutual connections = instant credibility
• You can ask them about the interviewer before the interview

Example:

"I noticed we both worked with Sarah Chen at Acme Corp. Small world!"

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7. Volunteer Work & Interests

What to check:

• Any volunteer work, board memberships, or causes they support?

Why it matters:

• Reveals personal values
• Creates non-work conversation topics

Example:

"I saw you're involved with Code2040. I've volunteered with similar organizations. What drew you to that work?"

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How to Research Interviewers Step-by-Step

Step 1: Get Interviewer Names

When you receive the interview invite, ask:

"Could you share the names and roles of who I'll be meeting with? I'd love to prepare thoughtfully."

Most recruiters will provide: Names, titles, LinkedIn profiles (sometimes)

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Step 2: Find Them on LinkedIn

Search: "[Name] [Company]"

If multiple results: Look for matching title, location, or photo

If you can't find them: Not everyone has LinkedIn; don't stress

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Step 3: Review Their Profile (5 minutes per person)

Quick scan checklist:

• ☐ Current role & tenure
• ☐ Previous companies (any you recognize?)
• ☐ Education (shared schools?)
• ☐ Recent posts or activity
• ☐ Shared connections
• ☐ Volunteer work or interests

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Step 4: Take Notes

Create a simple doc:

Interviewer: Sarah Johnson, Engineering Manager

• At Company 3 years, promoted from Senior Engineer
• Previously at Google (2015-2020)
• Stanford CS grad (my alma mater!)
• Posts about team culture, mentorship
• Volunteers with Girls Who Code
• Conversation starter: Ask about her path from IC to manager

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Step 5: Connect (Optional)

Should you send a connection request?

Before the interview: Usually no—can feel forward

After the interview: Yes—include a note:

"Hi Sarah, it was great speaking with you today about [topic]. I really enjoyed learning about [specific thing]. Looking forward to staying connected!"

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Using Your Research in the Interview

Do: Reference Background Naturally

Good:

"I noticed you transitioned from engineering to product. I'm curious—what was that like?"

Bad:

"I LinkedIn-stalked you and saw you worked at Google."

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Do: Use Shared Connections Authentically

Good:

"I saw we both know John Smith. He spoke highly of the team culture here."

Bad:

"We have 47 mutual connections. I checked."

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Do: Ask Thoughtful Questions Based on Their Background

If they're new to the company:

"You've been here about 6 months—how has the onboarding been?"

If they've been there 5+ years:

"You've seen the company grow significantly. How has the culture evolved?"

If they came from a competitor:

"You came from [Competitor]. What made you switch to [Company]?"

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Don't: Make It Creepy

Avoid:

• "I saw you lived in Austin in 2012." (Too specific, irrelevant)
• "I read all your posts from the last 2 years." (Obsessive)
• "Your daughter is cute!" (Personal life off-limits)

General rule: Stick to professional background, education, and publicly shared interests.

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What to Do If You Can't Find Them on LinkedIn

Alternatives:

1. Google their name + company

• Might find interviews, conference talks, or articles

2. Check company blog or team page

• Some companies feature employee spotlights

3. Ask mutual connections

• If you share a connection, ask for insights

4. Don't stress

• Not everyone has a strong online presence. Focus on preparing great questions and stories.

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Common Mistakes to Avoid

❌ Mistake #1: Mentioning Every Detail

Why it fails: Comes across as stalking, not research.

Do this instead: Reference 1-2 things naturally in conversation.

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❌ Mistake #2: Only Researching the Hiring Manager

Why it fails: You'll interview with multiple people.

Do this instead: Research everyone on your interview schedule.

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❌ Mistake #3: Not Writing Anything Down

Why it fails: You'll forget key details.

Do this instead: Take quick notes so you remember who's who.

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❌ Mistake #4: Forcing the Connection

Why it fails: Feels inauthentic.

Do this instead: Only mention shared background if it's relevant and natural.

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❌ Mistake #5: Researching 5 Minutes Before the Interview

Why it fails: Rushed, stressful, you'll miss things.

Do this instead: Research as soon as you get the interview schedule.

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Key Takeaways

1. Research all interviewers: Not just the hiring manager
2. Spend 5 minutes per person: Current role, career path, education, interests
3. Look for shared connections: Alumni, former colleagues, mutual contacts
4. Take notes: You'll interview with multiple people; notes help you remember
5. Reference naturally: Don't recite their resume; mention 1-2 things conversationally
6. Connect after, not before: Send LinkedIn requests post-interview with personalized note
7. Don't be creepy: Stick to professional background and public interests

Next Steps

1. Get interviewer names from recruiter or coordinator
2. Research each person on LinkedIn (5 min each)
3. Take notes on shared background, interests, career path
4. Prepare 1-2 tailored questions for each interviewer
5. Read our guide on Insightful Questions to Ask to refine your questions

Remember: Interviewer research isn't about gaming the system—it's about building genuine connections. When you show you've taken time to understand who you're talking to, you demonstrate respect and seriousness. And when you find shared background or interests, you create moments of authentic connection that make you memorable. That's the difference between "another candidate" and "someone I really connected with."