Okay so you’re probably like, “Wait, why are we talking about interviews? I thought this website was about mental health?”

WELL. Surprise. Interviews are about mental health. Because literally everything is mental health. Your mood, your mindset, your energy, your panic spiral over what to wear to a Zoom interview—it’s all rooted in how your brain is coping.

You could have every bullet point on the job description checked off, a portfolio so good it could be in a museum, and a resume that screams “Hire me immediately,” but if you walk into an interview doubting yourself, mumbling, or spiraling into imposter syndrome mid-answer? Game over.

Confidence > Experience. Every time.
And yes, I mean that. Because confidence is what sells experience. Confidence is what makes your 3 years of customer service sound like you're a people-whisperer with Nobel Peace Prize potential. Confidence makes that internship you hated sound like a strategic career decision. Confidence is what makes hiring managers go, “Oh they get it.”

Let’s break it down.

Your Mindset Arrives Before You Do

Long before you log into Zoom or shake hands in the lobby, your mindset has already entered the room. The internal dialogue running through your head—whether it’s encouraging or self-defeating—plays a major role in how you carry yourself. That voice that whispers, “Don’t mess this up,” may seem harmless, but it plants doubt before you’ve even had the chance to speak.

Interviews aren’t only about articulating answers or showcasing your experience. They’re about presence. Confidence. Energy. The way you sit, speak, and engage all stem from what you believe about yourself. If you walk in subconsciously thinking you're not qualified or that you're already at a disadvantage, that insecurity leaks through—often without you realizing it.

The mental shift starts with perspective. Instead of approaching the interview as a performance where you hope to be chosen, reframe it as a mutual evaluation: Is this the right environment for me? Does this opportunity align with who I am and how I want to grow? That small but powerful adjustment changes your energy—from tentative to intentional.

Confidence doesn't mean arrogance. It means owning your story, trusting your value, and knowing that you're not asking for a favor by being in the room. You're assessing fit just as much as they are. When your mindset reflects that, your presence follows.

You’re Not “Under-qualified.”

You’re Just Undervaluing Yourself.

Let’s talk about one of the most common lies we tell ourselves during the job search:
“I’m not qualified enough.”

It sounds responsible. It sounds humble. But most of the time? It’s just self-sabotage disguised as modesty.

There’s a big difference between being under-qualified and being underprepared.

Being under-qualified means you genuinely don’t have the foundational skills to succeed in the role. But being underprepared just means you haven’t done the mental work to reframe your experience in a way that aligns with the job. And that? That’s something you can control.

For example:
Maybe you’ve never worked with a specific CRM system, but you’ve quickly adapted to new platforms in the past. That’s transferable.
Maybe you haven’t held the exact title they’re asking for, but you’ve led projects, managed clients, and influenced outcomes in ways that show leadership. That’s relevant.

You don’t need a perfect one-to-one match. You need to clearly articulate how what you’ve done makes you capable of doing what’s next.

The Truth About Job Descriptions

Here’s what many candidates don’t realize: most job descriptions are aspirational, not mandatory. Companies list ideal qualifications, not minimum requirements. These bullet points are written like a corporate vision board. It’s what they hope to find—not necessarily what they expect.

When an employer says they want “5+ years of experience with X,” that doesn’t mean they’re going to toss out every resume that says “3 years.” It means they’re looking for someone who understands the work, can deliver results, and brings value to the team. The years, the tools, the buzzwords? They’re just proxies. What hiring managers really want is competency and confidence.

So when you see a job description with ten bullet points and you meet six or seven of them? That’s not a reason to click away. That’s your sign to lean in and advocate for your strengths.

Why Confidence Fills the Gaps

Experience matters—but confidence is what brings it to life.

When you speak about your work with clarity and conviction, you become memorable. When you own your story—flaws, detours, gaps and all—you become trustworthy. When you advocate for yourself without apology, you shift from being “a maybe” to “a contender.”

Confidence fills in what your resume can’t always say. It shows you can grow, adapt, and lead without needing your hand held. That’s what hiring managers are really scanning for beneath the surface. They’re not just reviewing credentials—they’re evaluating your presence.

Internalized Self-Doubt Is the Real Obstacle

For many high-achievers, especially women and people of color, imposter syndrome creeps in the moment a job feels too big or too competitive. We talk ourselves out of applying. We minimize what we bring to the table. We assume someone else out there must be a better fit.

But here’s a tough truth: the people who land the job aren’t always the most qualified. They’re the ones who believed they belonged.

They pressed “submit” on the application even when they weren’t sure.
They walked into the interview even when they were nervous.
They advocated for the promotion even when it felt uncomfortable.

You have to learn to be your own proof. The world will always offer reasons to doubt yourself—you don’t need to add to the pile.

Reframing Your Experience in the Interview

So how do you show up with this kind of confidence when you're not feeling it yet?

1. Translate, don’t downplay.
Instead of saying, “I haven’t done exactly that,” say, “Here’s something similar I’ve led that demonstrates those same skills.” Connect the dots for them.

2. Highlight learning agility.
Companies love candidates who are adaptable. Talk about how quickly you learned a new system or adjusted to an unexpected challenge.

3. Focus on impact, not titles.
The size of your job title matters less than the size of your results. Metrics, stories, and challenges overcome are far more compelling than hierarchy.

4. Use language that owns your growth.
Try phrases such as:

“While I haven’t done that exact task, here’s how I’ve approached a similar challenge…”
“I’m confident that with my background in X, I’ll quickly come up to speed on Y.”
“In previous roles, I’ve stepped into new responsibilities quickly and delivered strong results—this would be no different.”

Your Value Isn’t Measured by Perfection

Repeat this until it sticks:
You don’t have to meet 100% of the criteria to be 100% worthy of the opportunity.

Your value isn’t tied to how perfectly you match a checklist. It’s tied to your ability to bring ideas, integrity, energy, and execution to a space that needs it. Your value is in your perspective, your work ethic, your resilience, your EQ. None of that can be quantified in a bullet point.

The Power of Confidence in Job Interviews

Here’s something no one tells you early in your career: the most qualified person isn’t always the one who gets the job.

Let that sink in. You could check every box on the job description, have ten years of experience, and come with glowing recommendations—and still not get the offer. Why? Because interviews are not meritocracies. They’re sales conversations. And what you’re selling is not just your skills, but your presence, your confidence, and your ability to make the hiring manager feel like they’re making the right choice.

Hiring decisions aren’t always made with logic alone. They’re made with gut instinct, emotional reassurance, and trust. Employers aren’t just asking, “Can this person do the job?” They’re asking, “Will this person make my life easier? Can I rely on them? Do they seem confident, competent, and easy to work with?”

So let’s get clear: the “safe” candidate often beats the “best” candidate.

And what makes someone feel like a “safe bet”? Confidence.

Not arrogance. Not overcompensation. Grounded confidence. The kind that shows up when someone speaks with clarity, owns their experience, and doesn’t shrink under pressure. The kind that makes a hiring manager think, “They’ve got this. I won’t need to babysit them.”

Confidence Is Contagious

Confidence is one of those rare qualities that has a ripple effect. When you walk into an interview with self-trust, you’re not just convincing yourself—you’re influencing the entire room. The hiring manager feels it. The panel senses it. Even through a computer screen, the energy you project can shift how people perceive your ability to succeed.

Think about it: no one wants to hire someone they’ll have to constantly reassure. They want the candidate who already demonstrates they can navigate challenges, communicate clearly, and hold their own. Confidence tells the room, “You don’t have to wonder if I can handle this. I already can.”

This doesn’t mean you need to know every answer or have a flawless background. It means you show up with the composure to handle what you don’t know and the humility to learn quickly. That balance—competence paired with confidence—is what makes you memorable. It’s what moves you from being “just another applicant” to “the candidate we can trust to deliver.”

So no, confidence doesn’t magically replace qualifications. You still need skills, preparation, and professionalism. But confidence is the multiplier. It takes what you’ve done and elevates it. It translates a list of bullet points on a resume into a living, breathing story of potential. It wraps your experience in clarity, credibility, and conviction.

When you project that kind of energy, you stop being seen as a risk and start being seen as an asset. That’s the moment you cross the line from maybe to offer extended.

At the end of the day, the job market is crowded. Many people will have similar experience, education, and credentials. What will separate you is the way you carry yourself. The way you tell your story. The way you make others believe in you—because you’ve chosen to believe in yourself first.

That’s the power of interview confidence.
That’s what gets you hired.
And more importantly, that’s what sets you up to thrive once you’re in the role.

Interview Confidence Is a Mental Health Issue (yes, for real)