Beyond Certifications: Ehsan Ali on Mastering the IT Interview as a Consultant

In a recent LinkedIn post, Ehsan Ali offers a compelling critique of traditional IT interview practices, urging senior professionals to adopt a more consultative approach. Ali argues that many experienced IT professionals fall into the trap of merely “performing” by listing certifications and project histories, rather than truly understanding and addressing the hiring organization’s needs. He contrasts this common approach with the diagnostic method used by a General Practitioner (GP), emphasizing that effective problem-solving, not just a list of qualifications, leads to successful outcomes.

The Pitfalls of Performance Over Prescription

Ali highlights a common scenario where candidates present their credentials extensively but fail to connect them to the employer’s specific challenges. This often results in the candidate being deemed suitable but ultimately passed over. “The best interviews feel like a consultant’s first meeting,” Ali states, advocating for a shift from self-presentation to problem-solving.

“When you visit your GP… They don’t list degrees. They ask. They listen. They diagnose. Then they prescribe.”

This analogy underscores Ali’s central thesis: interviews should be about diagnosing the business problem and prescribing a solution, rather than simply showcasing a resume. He contends that senior IT professionals often present a “45-minute ‘About me'” instead of engaging in a diagnostic dialogue.

Adopting a Consultant’s Mindset

To counter this, Ali suggests adopting a consultant’s initial meeting strategy. This involves asking targeted questions to uncover the core issues the role is meant to address. Key questions proposed by Ali include:

• “What problem must this role actually solve?”
• “Why now?”
• “What’s currently breaking?”
• “What would make this hire a win in 6 months?”

By listening to the answers and then strategically presenting relevant experience, candidates can demonstrate their value more effectively. Ali provides an example of how to reframe a common statement:

“Not: ‘I managed 20 squads.’ But: ‘You mentioned release predictability is unstable. At ANZ, I rebuilt cadence across 20 squads from ad hoc to monthly delivery with zero unplanned incidents.'”

This illustrates the power of “different leverage,” where the same experience is presented in a way that directly addresses the interviewer’s stated problems.

The Future of IT Hiring and AI’s Role

Looking ahead, Ali predicts that the increasing sophistication of AI in pre-interview research will make weak interview strategies even more apparent. “AI makes prep unfair. So weak interviews stand out faster,” he notes. This means that candidates who master the art of diagnosis and alignment will have a significant advantage, particularly when targeting high-level positions.

Ali emphasizes that securing lucrative offers, often in the $250,000 to $400,000+ range, is not solely about years of experience but about the ability to diagnose and align with organizational needs. He is offering a private roundtable to help senior IT professionals refine these skills, focusing on AI-driven research, positioning oneself as a solution, and career trajectory building.

“The professionals landing $250K–$400K+ offers aren’t always more experienced. They’re better at diagnosis and alignment.”

Ali’s insights suggest a fundamental shift is needed in how senior IT professionals approach job interviews, moving from a presentation of self to a strategic demonstration of problem-solving capability.