Set context fast: mission of the role, impact, what success looks like, and why it’s worth choosing.

The first 90 seconds should reduce ambiguity. Managers should cover: what the team is building/solving, what this person will own, what success looks like in 6–12 months, and why this work matters. Then add one proof point (team standard, customer impact, decision speed) and one fit signal (“people who thrive here tend to like X”). This earns attention and frames the rest of the interview around outcomes—not vague “tell me about yourself.” It’s the first moment you become choosable in the room.