How to Tailor Your Interview Pitch For Different Personality Types
- ajcjames1234
- 13 minutes ago
- 5 min read
When you walk into an interview, it can feel like you’re stepping onto a stage with the lights on you, audience silent, and the stakes high. Yet, there's a twist: you’re not giving a generic performance. You’re presenting to real people, with real personalities, and they all listen in different ways.
Chris Voss, a former FBI negotiator and author of Never Split the Difference, describes three broad styles people use when they negotiate: Analysts, Assertives, and Accommodators. Though he framed them for high-stakes bargaining, they apply just as well to job interviews, because in essence, you’re negotiating your value.
Let’s break down these three types, how to spot them, and how you can adapt your approach to connect with each. Of course in reality, some may have elements of more than one - the three types is simiplifying things, but there is basic truth here.
1. The Analyst: Facts First
Analysts thrive on preparation, detail, and logical structure. They dislike fluff and vague statements. If your interviewer is highly data-driven, speaks slowly and carefully, and asks precise questions, you might be dealing with an Analyst.
What they value:
Evidence over enthusiasm
Clear, organised answers
Demonstrated competence through facts, figures, and examples
These people take time to reach a decision and shouldn't be rushed. They want to consider the evidence first.
How to connect:
Structure your answers: Situation → Action → Result
Bring numbers: “I increased engagement by 32%” speaks louder than “I boosted engagement.”
Stay calm and avoid overselling. Analysts can be sceptical of hype
In practice:
If asked about your strengths, instead of saying “I’m good at problem-solving,” you might say:
“In my last role, I reduced data entry errors by 18% in three months by redesigning the workflow. I enjoy spotting inefficiencies and fixing them systematically.”
This shows evidence, precision, and process, which is exactly what the Analyst wants to hear.
2. The Assertive: Results First
Assertives are direct, decisive, and focused on efficiency. They tend to ask fast-paced questions, may interrupt, and push for the bottom line. They respect confidence and clarity, but have little patience for meandering stories.
What they value:
Brevity and impact
Results framed in terms of goals achieved
Confidence without arrogance
How to connect: Lead with outcomes: start with the headline result before explaining the process
Be concise. If they want detail, they’ll ask
Mirror their energy: match their pace, without rushing yourself
In practice:
If asked “Tell me about a challenge you’ve faced,” instead of a long story, you might say: “Our project was six weeks behind schedule when I took over. I restructured the team workflow and brought us back on track, delivering one week early. Happy to share how I approached it if you’d like the detail.”
You’ve given them what they need up front: problem + result. If they want the full story, they’ll ask.
3. The Accommodator: Relationships First
Accommodators are people-oriented. They want to know if they can work with you, if you’ll fit into the team, and if the relationship feels good. They may be chatty, smile often, and ask open-ended questions that feel more like conversation than interrogation.
What they value:
Rapport and trust
Warmth and collaboration
Stories that reveal personality and teamwork
How to connect:
Match their relational energy - be personable and approachable
Share human stories: how you worked with others, resolved conflict, or supported colleagues
Don’t skimp on showing enthusiasm and genuine interest in them
In practice:
If asked about leadership, you might say:
“I believe good leadership is about listening first. When I managed a small project team, I started by asking everyone what they needed to do their best work. That not only built trust, but also surfaced small adjustments that saved us time and frustration later.”
So, How Do You Know Who’s Who?
The honest answer: you usually don’t - not in the short time of an interview. Most people don’t wear a badge saying Analyst, Assertive, or Accommodator.
However, there are some clue you can pick up quickly:
Analyst: More formal, focused on detail, process, or precision. They’ll ask clarifying questions and want specifics.
Assertive: Direct, energetic, maybe even impatient. They’ll cut to the chase and push for outcomes.
Accommodator: Warmer, more conversational. They’ll ask about people, teams, or values.
Still, with such limited time, it’s risky to gamble on one type alone. A stronger strategy is to blend your pitch so it touches all three styles:
Include evidence and detail (to reassure the Analyst)
Share a bold result or vision (to energise the Assertive)
Show collaboration and people skills (to connect with the Accommodator)
That way, like teachers, who are expected to cater for different types and levels, whoever’s across the table feels you’re speaking to them, and you avoid the trap of guessing wrong.
Why This Matters for Job Seekers
Interviews aren’t just about showing who you are, but also they're about making a connection. If you can tune in to the personality style of the interviewer, you stand out. You aren't just answering questions, but showing emotional intelligence and adaptability, two qualities employers prize in any role.
Adapting your style doesn’t mean being fake. It’s about emphasising the parts of your experience that land best with the person in front of you. The Analyst wants numbers. The Assertive wants results. The Accommodator wants connection. All three are true to who you are - you’re just choosing what to spotlight.
A Note on Labels
If you’ve seen other models - Visionaries, Relators, Drivers, for instance, you’ll notice the overlaps. A Visionary may share traits with an Assertive. A Relator often sounds like an Accommodator. A Driver leans toward Analyst tendencies. The point isn’t which label is ‘right,’ but how you adapt your pitch to meet the style in front of you.
A moment for reflection
Think about a recent interview or networking chat. Did the person you were speaking to seem more like an Analyst, Assertive, or Accommodator? How could you have shaped your answers differently to meet their style?
Final Thought
Chris Voss often says that negotiation is not about logic, but about emotional intelligence - about listening and adapting. The same is true in job interviews. Show that you can flex, connect, and deliver in different ways, and you won’t just “get through” the interview. You’ll leave them thinking: we can work with this person
Because the right role is out there, and together, we’ll get you closer than ever to landing it.
