The 5 Most Common Interview Questions and How to Answer them

Interviewing can feel like a mystery, but it doesn’t have to! Recruiters at Delivery Hero speak with thousands of candidates around the world every year, and they’ve spotted a clear pattern: most interviews come back to a handful of core questions. So we asked the team to share their top five most common interview questions, plus practical tips and smart ways to answer them.

Question 1: How do you prioritize when you have multiple deadlines or stakeholders competing for your attention?

Pro tip: Share your prioritization framework with a concrete story. Show how you handled conflicting deadlines, and kept stakeholders proactively in the loop.

Avoid these pitfalls: Vague, task-only answers with no structure, and no mention of how you prioritized or managed stakeholders.

What recruiters are really looking for: Clear, structured communication under ambiguity, and thoughtful stakeholder management in a fast-paced environment.

Brittany Lucero, Senior Specialist of Talent Acquisition, shares crucial tips for candidates interviewing at Delivery Hero:

“When candidates connect their own growth with Delivery Hero’s mission, it shows us they’re not just looking for a job — they’re looking to make an impact. We want people who can grow here and help us grow“.

Question 2: Can you describe a time when you took full ownership of a project and led it to success? What were the challenges, and how did you overcome them?

Pro tip: Use the STAR method — Situation, Task, Action, Result. Pick a concrete example, outline the challenge, walk recruiters through the key decisions you made, and close with measurable outcomes and learnings.

Avoid this: Generic, high-level answers with no real story or specifics.

What recruiters are assessing: Your sense of ownership, how you navigate obstacles, the strategies you choose under pressure, and the impact you deliver.

To put this into context, here’s an example of how a candidate might use the STAR method to answer this question:

S — Situation: At Delivery Hero we operate in around 70 markets, so campaigns mean cross-team alignment and local nuances. We launched a localized Google Ads push in LATAM, but the first wave underperformed due to inconsistent messaging across countries.

T — Task: I was responsible for improving campaign performance and coordinating with local teams across design, product, and sales.

A — Action: I analysed performance data, found messaging gaps, and rewrote ads with cultural nuances. I synced timelines and creatives with each regional team, set a clear feedback loop, and introduced a quick A/B testing cadence to validate changes.

R — Result: Leads doubled within two weeks, and sales praised the sharper targeting and smoother handover from marketing.

Elif Cagaty, Senior Recruiter at Delivery Hero, emphasizes how candidates should incorporate real examples in a structured order to stand out:

“We’re looking for ownership, not just learning what the project was, but how you tackled challenges along the way. Generic answers won’t stand out. Use the STAR method and be specific!”

Question 3: Could you describe a project where the outcome didn’t go as planned? What did you learn, and what would you do differently next time?

Pro tip: Choose relevant examples tied to the role, own your part, and show growth by linking what you learned to what you changed and would do next time.

Avoid these pitfalls: Don’t dodge it with a success story! Don’t blame-shift or focus on negatives. Talk about insights and improvements.

What recruiters are assessing: Your adaptability, resilience, and growth mindset — specifically your ability to self-reflect, extract lessons, and apply them.

Karolina Samoraj, Senior Recruiter, highlights the importance of showing how well you communicate with stakeholders, as at Delivery Hero most of the roles require daily partnership with different teams:

“We want to see how you adapt your communication style to work with different types of stakeholders. Generic answers won’t cut it, show us your effort and the outcome.“

Question 4: Can you tell me about a time you received constructive feedback from a manager or colleague? How did you respond, and what did you do afterwards?

Pro tip: Be specific with a concrete example (situation, feedback, actions, outcome), show a positive growth mindset, and highlight how the feedback drove a tangible improvement.

Common mistakes: Being vague (e.g., “I always take feedback well”) without an example, responding defensively, and not explaining what you actually changed.

What recruiters are assessing: Your self-awareness, whether you can reflect, learn, and translate feedback into better performance.

Question 5: How would you like to continue growing your skill set in the next 2–3 years?

Pro tip: Make your goals align with a direction this job could take you in and show genuine enthusiasm for the field.

Common mistakes candidates make: Mentioning something unrelated to the job area and not showing any desire to grow or add skills.

What recruiters are really assessing: Can you visualize success for yourself in this role? How does this job fit your vision for your career?

Skyler Beauchamp, Talent Acquisition Specialist, advises candidates on the importance of studying the company you are interviewing for beforehand:

“We’re trying to understand your enthusiasm for this company and to have a conversation. The strongest candidates show they’ve done some homework and come with real questions.”

Preparation is key

This guide pulls together real questions our recruiters ask every day, and highlights exactly what they’re listening for, so you can confidently show who you are. Remember, preparation is key!

Huge thanks to our recruiting stars — Skyler, Elif, Karolina, and Brittany — whose insights made this possible!

Ready to put these tips into practice? Check out our open roles at Delivery Hero.