Let's Stop Asking "Why Do You Want to Work for Us?" In Interviews

Purpose of the Question

• Many commenters say “Why do you want to work for us?” is shorthand for:
  • “Why us and not others?” when candidates have options.
  • Probing career goals, motivations, cultural fit, and likelihood of staying.
  • Testing whether the candidate did basic research and is prepared.
  • A proxy for “are you promotable” or intrinsically motivated, not just paycheck-driven.

Critiques and Cynicism

• Others call it clichéd, performative, and often disconnected from reality:
  • In weak job markets or low-level roles, the honest answer is “I need money and you replied.”
  • The question is seen as insulting or illogical when candidates have mass-applied to dozens of roles.
  • It encourages rehearsed YouTube-style answers and rewards bullshitters over straightforward people.
  • Some view it as screening for willingness to conform and flatter management more than for competence.

Money vs Other Motivations

• One camp: money is the dominant driver; everything else is secondary or unknowable until you’re inside.
• Another camp: money is assumed; the differentiators are tech stack, work-life balance, commute, stability, culture, ethics, equity, and domain interest.
• Some mention explicitly rejecting well-paying roles in domains they find objectionable or boring.

Passion, Domain Interest, and Gatekeeping

• Examples like ESPN: strong domain passion (sports, gaming, outdoors) can clearly improve product quality.
• Critics warn:
  • Over-indexing on “passion” can shrink the candidate pool, harm diversity, and enable underpay/overwork (“do what you love” industries).
  • Domain knowledge is distinct from being a company “fan”; good engineers can learn the business.

Soft Skills, Social Context, and Ableism Concerns

• Supporters see the question as a soft-skills test: can the candidate answer honestly yet diplomatically, infer the implicit “besides money,” and engage in a thoughtful conversation.
• Critics note this disadvantages very literal or neurodivergent candidates, and effectively tests comfort with small talk and mild deception.

Alternatives and Better Framing

• Suggested improvements:
  • Make the subtext explicit: “Aside from money, what attracts you to this role/company?”
  • Ask about preferred working style, what they look for in a team, or what about the domain interests them.
  • Start with “Here’s how we work; how does that align with what you want?” to make it more two-sided.