Describe a difficult project and how you overcame it.

"Our return on investment was off balance. I spent time with our team identifying the problem. We traced it back to our return on ad spending. The person responsible for our online advertising assured me that the ad platform was generating good results with our cost per click, but that didn't add up. Upon closer inspection, I realized many of those clicks were either accidental or did not result in further conversions. Also, our ads weren't landing with our target audience. I created a position dedicated to our online ad spending and recruited for it. They studied the analytics more closely and customized a flexible package. This increased our return on investment and lowered our ad spending."

This will allow the interviewer to assess your leadership skills. Your answer will offer insight into your emotional maturity, communication skills, and ability to evaluate and prioritize.

Using the STAR method, describe the Situation, the Task at hand, the Action you chose, and the Result. Make your detail-driven story relevant to the position you're applying for.

Be objective with your answer. Describe the situation you are describing from a birds-eye view. Steer clear of emotional statements or negativity. Any statements you make about your team will reflect on the person who hired them - you.

Can you give us some examples of work you've done that yielded a positive outcome?

"Often, I weigh what the path of least resistance is, especially with time management. Let's say we've taken on a new client who is rebranding. First, I gauge whether delegating the SEO work will take more or less time than doing it myself. Often, when taking on a project like that, I like to do it myself with the client in mind. I set up the blueprint, and our team models their work after it. I think it's important to steer the ship until we're on course. Then I hand it off to my team."

The interviewer asks this question to gain insight into the range of your hands-on experience. They are not only looking for a deeper understanding of your leadership skills but whether you are prepared to do the work rather than just delegating.

Provide examples of work you've done and what the outcome was, regardless of how typical of the role your answers are. Leadership is as important as yielding results.

Go beyond examples that are business as usual. They are looking for unique examples.

Tell us about a time you visited a retail brick and mortar, and how that helped you effectively promote a brand.

"Just the other day, I went for a walk along Main Street, studying the branding of each retailer. Only a third had defined brands. The other two-thirds had no branding at all. Half of those didn't even look like retailers. From the sidewalk, you couldn't tell what they were selling. This was just this one stretch of road, and I realized you have to look at any demographic as a strip of road. A brand appeals to a target audience, local or otherwise. This is a basic but important reminder that the internet has only changed how we shop. Why we shop hasn't changed at all. Even though we don't dabble in retail, the same principles apply."

The rules for the online marketplace are constantly changing, but some of what came before still rings true. Your answer will offer the interviewer a better understanding of your scope of the position and what you might perceive as useful and relevant in an ever-changing marketplace.

This is a great opportunity to share how marketing is a part of how you perceive your surroundings. Companies want their employees to embrace their brand. Explain that you never turn off your marketing mindset and that you carry it with you wherever you go.

Despite your opinions of where trends are heading or how the world is changing, focus your answer on the value of the question. It is a leading question. Use this opportunity as a discussion point to take your answer where the question leads.

What is your greatest weakness? What are you doing to improve it?

"I'm too self-critical. I labor too long on perfecting a slogan. Early in my career, I missed a couple of deadlines because I couldn't stop revising the slogan I was working on. Looking back, I think the first iteration was better than the final. I've gotten much better at governing this, but I feel like I have further to go."

This question helps the interviewer assess your level of self-awareness and whether you're open and honest about your shortcomings. It will also help them gauge if you allow your shortcomings to control you or if you actively pursue self-growth.

Go deep in a way that exhibits you are taking your career seriously. A well-intentioned shortcoming, or a growth opportunity you've self-identified that is integral to your career goals, would be a good example.

Choose shortcomings that benefit the greater good. The best examples are those that have positive and negative sides.

What is your greatest strength? How does that strength help you in marketing?

"I'm sincere and warm and create genuine, long-lasting connections with people wherever I go. When I represent myself or a company, I do so with a helpful hand. I identify with the human experience and lend that gifts to my career. Every marketing campaign I've ever spearheaded has delivered these sentiments. I truly believe I can largely credit my track record of success to loving what I do and bringing my best self with me wherever I go."

The interviewer wants to determine if you are a good fit and whether your strengths complement this job's requirements. How you answer this question will also offer insight into how your goals, skills, and credentials align with your self-perceived strengths. You're applying for VP of Marketing, so your strengths should align with the responsibilities of that role.

Discuss your strengths with confident self-awareness and tap into aspects of yourself that make you especially unique. Highlight the unique traits you possess that make you uniquely qualified for this position.

Approach your choice of words carefully. Come across as proud, not arrogant, when answering this question.

Where do you see yourself in five years?

"I created my first five-year career plan three years ago. I revise it every six months, building off the original, tracking my progress, and adjusting accordingly to keep my goals attainable. This point in my career marks a major milestone for me. I've spent the last three years building my experience and skill set. If I am hired for this position, it would offer me the opportunity to learn and grow with this company."

This question commonly is used to assess your commitment to the role you are applying to. Your answer will determine if this is the right job for you or if it's the right job for right now. For this position, any major goal in any company with a track record for success will have a five-year business plan. To be a serious contender for this position, you should have a five-year plan for your career. Your answer will also inform the interviewer of how your goals align with the goals of their company.

Work out your five-year business plan. Explain how the position you are applying for fits into that plan. Map out where you hope it will take you. Remember, they're not asking you to predict the future. This is your vision and nothing more.

Don't say, "I hate change. So, hopefully, I'd still be working for you in five years." It's easy to slip up on your choice of words. Take care not to mistakingly seem presumptuous in any of your answers, no matter how well the interview is going. Be humble, gracious, and grateful for the opportunity to sit and talk with them.

Why are you the best candidate for us?

"I am energetic, outgoing, and happy-go-lucky. I connect well with others. People appreciate my sincerity and reciprocate with trust. Every brand has a culture. Your brand resonates with me. Every time I walk into one of your stores, I feel like I am greeted by old friends I haven't seen since the last time I shopped there, and they all remember me. I already feel like I'm a member of the family. I believe with my skills and who I am as a person, I have a lot to contribute and would complement the brand."

This is a common behavioral question that serves a variety of purposes. For the position of VP of Marketing, this is a test of how you market yourself.

Take this time to break down your brand. Sell them on your brand, and move on to your accomplishments. Explain how you will contribute to and complement their brand. Focus on how your brand and the brand of the company you are applying to resonate with each other.

As fast as the playing field is changing, try to exude your flexibility and adaptability. Also, embody the principles of marketing that are timeless and universally true.

What do you know about our company?

"Beyond being under the parent company of XYZ and generating $900 trillion in annual sales, you're a household name. When we reach for a widget, we call it by your brand name, not a widget. That's outstanding branding. On the company's website, it said (. . .). I didn't know you guys were responsible for that!"

This question is designed to gauge how much research you've done on the company, which will also reveal how badly you want to work for this company. It also allows you to ask questions after you've shared your knowledge. This will show you have a passion for them and the position.

Do your research, and dig deeper than the job description, looking for their preferred keywords, like 'value' and 'we care,' which appear throughout their branding and core values. Make notes of areas of interest or the company's marks of pride. After you present your understanding of the company, follow it up with questions to demonstrate your drive to learn more. Show that you are already imagining yourself in the role. Be emotionally vested, but not presumptuous.

You're not just interested in the position. You're interested in working for THEM. Tailor your response accordingly.

Tell me about your most successful marketing project.

"We looked more closely at the signage on the sales floors of our stores. We already had teams of artists at every location making unique signage for all of our products and displays. After looking at the entertainment business that shaped the childhoods of generations of people, we went more "puppet" with our signage. We challenged our artists to do their own more cartoonish signage. Each store had its own unique signage. We were already giving out stickers and prizes to the kids, who we consider the next generations of our customers. Now we were converting grown-ups by appealing to their inner child."

The interviewer's goal is to gain insight into your creative process. They want to know how you execute your strategy and what you consider a success.

Have an answer ready to discuss. Relate your story with positivity and enthusiasm. Exude confidence in your abilities, and take pride in your work.

Consider including the source of your inspiration in your answer. This will demonstrate that your decisions are informed, as opposed to solely driven by instinct.

What has made you such a successful marketer?

"I understand what captures people's attention. Everyone is an individual and craves sincere interactions. No one wants a fly's attention. A random pop-up ad is like the fly. Most people swat it away. But when someone you admire stops everything to engage with you, that's different. The goal is to reduce cost and advertise to the aggregate, yet make it individualized. To do that, capitalize on universal truths. When one person sees others flocking towards opportunity, it's instinctual. Whether it's hunter-gatherers flocking to a bountiful food source or hundred-dollar bills floating from the sky, the aggregate behavior kicks in. That's my outlook, and it's worked for me pretty well so far."

The interviewer is trying to assess what makes you uniquely qualified for the job. They want to know that you understand what the position entails and have confidence in your ability to do the job. They'll likely see how your answers match up to your resume and cover letter.

Offer your perspective on what marketing means to you. Detail your track record for delivering and how your point of view sets you apart.

Don't say, "Because I'm the best in my field out of anyone I've ever met. In fact, I'm probably be best that's ever lived." It's fine to share your accomplishments and exude confidence, but avoid self-aggrandizing and bragging.

Tell me an example of a situation in which you had difficulties with a team member.

"At one point, the performance of one of our best slipped. They often weren't at their station. I monitored their comings and goings from a respectful distance. Then, I pulled them aside and asked what was going on. It turned out they'd lost a family member, and they were trying to handle all the arrangements in addition to their work responsibilities. They said they didn't mention it sooner because they didn't want me to think they weren't able to do their job. I placed them on bereavement leave so they could handle their family matters. They passed on a detailed report of what they had on their plate, and we redistributed those responsibilities without a hitch."

This will offer insight into your communication skills, your temperament, and how adept you are at non-defensive communication. How you frame the situation lets the interviewer see how you regard other members of your team.

Be objective and unbiased in your response. There are countless unknowns and more than one side to every situation. Discuss how you approached the situation, what information you gathered before forming any judgments, and what course of action you took that led to an amicable resolution.

When introducing the situation, avoid emotional statements or negative reactions to the situation involving the team member in question. You hired, trained, or supervised this member of your team. Their performance reflects on you as their leader. Anything negative you say about them might as well be said about you.

What do you do when your time schedule or project plan is upset by unforeseen circumstances?

"Nothing ever goes according to plan. I always plan for unforeseen circumstances. I try to anticipate how much a project derailment will cost us, and I plan that time in. However, the deadlines I deliver to my team do not have that extra time. I strive to deliver early, but that padding room allows for more flexibility and less stress when forced to adapt to unforeseen circumstances. It also allows flexibility to seize opportunities we might discover along the way that could allow us to deliver above and beyond."

This will allow your interviewer to assess how well you hold yourself accountable, as well as your project management and time management skills. It will also give them insight into your work style and how you deal with stressful situations.

Express how important time management is to you. Recognize the importance of proper planning, especially when it comes to unforeseen circumstances. Give examples of your problem-solving skills and how you ensure things run smoothly.

Exude leadership. A first mate will handle any situation through to its solution before alerting their captain. It's fine to use examples where you inform your higher-ups, but be sure to keep the order of events as clear and linear as possible when sharing your example.

Are you able to cope with stressful situations?

"I certainly hope so. Life is full of stressful situations. I think it's important to acknowledge stress when we feel it. Having stress is human. But you should never let the stress get the best of you. When I encounter a stressful situation, I take everything into consideration, evaluate how stressful the situation actually is, and compare that to my stress levels. Then, I take a deep breath and act accordingly. I believe if you respond to the stress and not the situation, you end up more stressed and less able to solve the problem at hand."

We all deal with stressful situations. The language of this question is intentionally framed in vague and non-specific terms to see how you answer and interpret what a stressful situation means to you.

First, describe your definition of a stressful situation. Then, describe a stressful situation you've faced, your response, and how the situation was resolved. Focus on problem-solving with a level head and decisive decision-making. Often, the best way to cope with a stressful situation is to take action.

Don't focus on how stressful the job can be. Don't over-share about coping with stress, nor volunteer occasions where your stress got the better of you.

Tell me about a time you disagreed with your boss.

"I saw an opportunity to outsource an agency that performed well in our industry, better than the agency we were using. After I backed up my suggestion with hard data, my boss decided not to pursue it. He had greater confidence with the agency we were using, saying that they'd explored the option before and it would cost time and resources to get that agency up to speed with the unique vision of our brand. Although I disagreed with their decision, I respected their reasons."

This assesses how you deal with positions of authority, as well as your communication skills. This will also evaluate the scope of your emotional maturity.

Respond thoughtfully and with a respectful tone. Objectify the situation, not the individual you disagreed with. Avoid examples that did not end amicably. There is nothing wrong with disagreeing with your superiors when you are both pursuing the same goal and working as a team. Use examples where you disagreed on an approach to solving a problem and a meeting of the minds was reached.

Avoid bad-mouthing your boss or asserting your opinion over theirs. Respecting the chain of command and respectfully working to understand their vision is the goal.

If I called your boss right now and asked him or her what area you could improve on, what would he or she say?

I think they'd say I should go easier on myself. I tend to be a bit self-critical and hold myself to a higher standard than anyone else. I always feel like I can do more. For a while, it was so bad that I was turning in work late even though the work was done on time. I just refused to turn it in until it was beyond perfect. I don't do that anymore, but I still push myself too hard sometimes.

This question is designed to see how you handle stress at the moment. It is also is designed to assess your self-perception and ability to step outside your comfort zone.

This is an opportunity to share your accomplishments. Think of a time you stepped outside your comfort zone and took on more responsibility. Improving upon a new skill is an excellent example of a growth opportunity. Another way to answer is to set higher expectations for yourself than others might. This way, you demonstrate that you are an overachiever.

If you have a relationship with your old boss that bridges into your personal life, be careful how much you share. It's great to share how well you get along with your superiors and your team. However, coming across as a sycophant shares nothing about your work ethic.

Describe a time you went above and beyond the requirements for a project.

"I was responsible for creating an analytics department to monitor our return on ad spending. What started as one position turned into a team. Our findings were too valuable to leave on the table. Instead of wasting an opportunity, I started coordinating our findings with our other marketing teams to make sure we were generating more traffic and leads. We slowly phased out the departments responsible for print ads. I then created a training program where that department could be re-absorbed into the newer departments we were developing. Not only were we investing in our employees, but we were also investing in our innovation."

This will help the interviewer assess your work ethic and how you go above and beyond. Any hire is an investment, and they want to make sure the person they hire will deliver the best performance.

Reveal your passion for the work you're performing in your answer. Some employees evaluate their performance by crossing off items on a list and accomplishing short-term goals. Others might look at those same duties and feel as if they've underperformed. Companies want employees who go above and beyond the job description and think outside of the box.

"Do as I do, not as I say." You lead by example. Your team will perform by the example you set. So keep this in mind when delivering your answer.

Why do you want to leave your current employer?

"When I started working with my last company, we set expectations for the direction of my career internally. Over time, the needs of the company shifted, and they relied on me to develop several new departments. I'm proud of my contributions to our growth, but these inevitably steered me further from my goals. We accomplished a great deal together, but now that the dust has settled, I have taken the valuable skills I've developed and am steering my career back on track."

How you answer this question will reveal a lot. The interviewer wants to understand your outlook and how you deal with authority. If you were let go, admitting it and explaining your circumstances will say a lot more about you than concealing it and having it come up later in a background check.

Mention all the aspects of your previous position that you look upon favorably. Be honest about your reasons, but frame them in a positive light. If you are looking for a position in a new field that better suits your talents, talk about your ambition and the long-term trajectory you've planned for your career. If you had to relocate or there was no room for growth within the company, explain. Avoid using salary expectations as a reason for leaving.

Don't say, "I told them I'm worth way more than what they were paying me. It's clear they didn't value what I had to offer, so I quit and took my client list with me." If you left because of a personality conflict, bad-mouthing your previous employer implies that you may run into the same issues with your next employer.

What major challenges and problems did you face at your last position?

"In my last position, the CEO handled all the marketing, but because of their growth, they found it necessary to create my position. They were very hands-on with the work and had difficulty letting go. Instead of stepping back, the CEO would jump into tasks I was already handling. This led to some communication issues, and we lost a couple of accounts. Recognizing their intentions and inner conflict, I changed my strategy. I customized my systems to be more friendly to the CEO's lens. I trained the CEO on this new model and explained how to conduct oversight of my work without creating rework."

There is a multitude of issues a VP marketing may face, from generating traffic and leads to ROI to delivering account-based marketing strategies. Whether it is one of these or another type of challenge you've faced, this question will help your interviewer to assess your approach and what you consider to be a challenge in this position.

Research the company you're applying to. Determine why they're recruiting for this position. If the position is new, find out what their motives are for creating the position. If the position isn't new, find out who they are replacing and why. Research the company's strengths and growth potential and frame your answer accordingly. Exhibit your strengths and customize your appeal. If you lack data, start the interview by asking these questions and taking notes before they dive into their question set.

Thank the interviewer for their time. Be relatable and make eye contact. Be mindful of your body language throughout the interview, as well. You should exude confidence in your words and your body language.

What new marketing breakthroughs interest you most?

"We're witnessing the world shift from a hybrid of in-person shopping to fully online. The job market is going remote. People are balancing the demands of their personal and work life in new ways. As a result, they're time-poor. They're looking for the most seamless and fast shopping experience. Things are changing fast, and our buyers are one step ahead. I think the flood of new experience technologies is pointing towards word-of-mouth marketing. Tapping into influencers and whatever social media platform captures our audience's attention is just the newest iteration of something that's has been around a long time. We already understand how it works. We need to adapt the old to the new. Like Steve Jobs said, you've got to start with the customer experience and work back toward the technology, not the other way around."

The interviewer wants to know how plugged in you are. To anticipate trends and be a competitor in an ever-changing field, you have to be up on the latest news. There are a lot of thought leaders out there. Showing you are up on trends will show the interviewer that you take the position and your career seriously.

Be current. Talk about podcasts or seminars you've recently attended. Share anything you've read, written, or caught up on that informs your opinion. Be thought-provoking, and share how your approach to your job aligns with these.

Avoid vague answers. Steer away from generalizations or outdated news.

Tell me about a time you influenced the outcome of a project by taking a leadership role.

"I brought on a new, valued client. My higher-ups were pleased, as they tried and failed in the past with this account. Since we had such a good relationship, they put me in charge of their account and assigned me an entire team for all the facets it entailed. The needs of our client grew, and the account grew bigger. Before long, they promoted me."

This question assesses your interpersonal, organizational, and communication skills. Your answer will also show the interviewer what leadership looks like to you.

Take this opportunity to share your past accomplishments. Give yourself credit for your leadership by acknowledging the accomplishments of your team under your direction.

The interviewer knows the VP of Marketing is a leadership role. How you answer this question is the key. Offer examples of instances in which you went beyond your role and expanded the sphere of your comfort zone.

Tell us about a time you had to take corrective action with a member of your team.

"There was someone on our sales team who was struggling. He relied on an old-school, cold-calling approach that came across as insincere. Another team member gave him a hard time, bragging about their accomplishments and comparing them to the other's shortcomings. This turned into a heated exchange. I pulled them aside and asked why they were working against each other. I had a potential client who was already a warm audience. I handed the account over to the struggling sales rep and had the other shadow him. They worked together as a team and got along so well working side by side that I started pairing them up more frequently. To this day, they're best friends and the heaviest hitters on our sales team."

The interviewer wants to determine if you can effectively communicate and address issues in the workplace. How one delivers negative feedback can motivate or be a detriment to the morale of the team.

Provide examples where you exhibited empathy and a helping hand while delivering corrective action. You want the team to function and your systems to run smoothly. Talk about how you helped the greater good through your feedback.

When describing the inciteful incident that required corrective action, objectify the situation, not the individuals involved, and describe how you fostered their strengths and enhanced the functionality of the team. Promote their strengths rather than exploit their weaknesses. They're your team. Focus on how you foster collaboration.

How do you go about monitoring the performance of your work and/or the work of team?

"I check in with my team daily. I start with a friendly, personal check-in. Then I ask what they're working on and how they're progressing. I offer praise and then offer suggestions when I feel they are needed. It's all about teamwork, meeting or exceeding our targets, and maintaining morale and innovation."

Your answer to this question will give the interviewer a better understanding of your approach to leadership and your time management skills. This is a very deadline-oriented role. They'll need every confidence you're the right person for the job before they consider hiring you.

Be as thorough and detailed as you can in your approach. Highlight the methods and strategies you've implemented that are unique to you.

Steer away from hard-line approaches. Avoid examples of micro-managing as well. Be universal in your approach, especially since there is no way of knowing the management style you'll be expected to use until you're being onboarded.

Tell us about a time you successfully hired, trained, and evaluated personnel.

"We needed to hire someone to manage our social media outreach. The interviewing process was exhaustive, but I believed I found the person for the job early on. Every response to one question answered my next question. The interview went quickly and evolved into a beautiful conversation surrounding the nature of the business. I, of course, hired that candidate. Their training went quickly. They picked everything up swiftly and turned out to be one of our top performers. Their accomplishments led to us hiring two more people who they developed and trained. That individual turned out to be a great asset."

This company will need to fill vacancies. As VP of Marketing, you'll hire those who will be ambassadors of their brand. The interviewer wants to know your experience, motivators, and what you look for when growing and developing your team.

Keeping in mind what your experience has to offer their business model, describe your process. In your example, explain why you were hiring, what position you were hiring for, who you chose to hire, and why they were a good fit. Then, describe the outcome.

The interviewer asked for one example. Aim for one example that includes many. The more you go above and beyond answering their questions, the better. If you have experience recruiting a team or multiple people at the same time, use that experience in your answer.

Describe your approach to leadership.

"When recruiting talent, I look for someone with tenacity and strong communication skills. So much of my leadership style revolves around enhancing the functionality of a team through high-level communication. I don't micromanage, but I frequently check in with my team. I ask individual team members what they're working on. This allows them to share their progress and accomplishments. I deliver positive feedback and offer guidance when I see growth opportunities. I like to think of my leadership style as proactive rather than reactive."

The interviewer wants insight into your style of leadership and how you overcome challenges and motivate your team. A VP of marketing will have a large team of marketers beneath them. They want to know how well you'll fit into their organization and brand.

Break down what leading a team means to you, from assembling a team to motivating them and ensuring all deadlines are met. Stay positive, and share your philosophy in a way you feel will complement what you've learned about the company. When possible, incorporate the company's keywords and core values in your answer.

Offer examples of the individuals you model your leadership style after. This will give the interviewer a tangible comparison to draw from.

How much should we focus on building up brand and product awareness?

"If you're a startup, I think branding is an important foundation, as is spreading awareness of the products you have to offer. Establishing credibility and increasing visibility through marketing is more valuable for a mini-brand. For a macro-brand, branding is everything. Once a brand is a household name, the brand markets itself.

Your answer to this question will help the interviewer evaluate how well you'll fit into a business of their size, as their priorities may vary from your work experience.

Your answer should include what it would be like for a bigger brand and the mini-brand of a startup. Do your homework on how your experience relates to their business, and describe how adaptable you'd be.

Don't say, "I'm so glad you asked this question. Before this interview, I've looked closely at everything your company has been doing, and I think there is a lot you could do better. Put me in charge, and I'll turn your company around, fast."Try not to be literal in the way you frame your answer. Highlight what you'd bring to the table, as opposed to what anyone else might be doing wrong.

Can you give me an example of a campaign that did not work out as you had planned?

"We'd done some pro-bono work for a local non-profit. We were interested in converting some of their donors into clients for our firm. There was a thank you function after the fundraiser. We'd provided a bit of swag for this event and were looking forward to networking with the donors. After everybody arrived and the mixer was underway, the guests got alerts on their phones to seek cover due to a tornado warning. The weather turned ominous, and the benefit didn't go as planned. Later, we converted some of them to clients, but not to the degree we'd hoped."

This question will assess your leadership skills, your ability to take responsibility for your actions, how you deal with setbacks, and what you learn from your failures. If the setback was the result of an unforeseeable circumstance, provide the scope of what parts were successful and what you learned from the experience.

Use examples that reveal your ability to adapt, detailing how quickly you reacted and the logic behind your course of action. Avoid examples that reflect poorly on your performance. Describe the situation, the obstacle, and how you ultimately overcame it.

Providing examples where you dealt with disappointment is fine. How you deal with disappointment could be the point of your answer. But this is also an opportunity to show yourself as a half-glass-full person, by sharing an example of a campaign that worked out better than you had planned.

Give an example of how you have effectively managed a tight budget to accomplish a marketing activity.

"Our target audience was young parents. The company was a 7-year-old startup, and we were losing a lot of repeat clients as their children grew up. This compromised our budget. I pulled all our underperforming print ads. We tested advertising in local blogs, but those ad dollars weren't providing us with the ROI we were hoping for. After a short run, we pulled those ads and gathered data on local schools with AP programs and after-school programs. We then donated gift certificates for our services to their auctions. We authored content covering these auctions and sent them to the local blogs. This strategy was a success, and we came in under budget with a higher ROI than the previous model."

This question gives you another opportunity to share your successes. The interviewer also wants to assess how resourceful and responsible you are while protecting the company's assets.

Describe a unique situation, detailing the budget constraints and the obstacles to those parameters. Offer insight into your logic and the steps you took to ensure a successful outcome.

Giving an example of a time you pulled funds from other departments should be avoided. Only offer examples that exhibit resourcefulness and working under pressure with what you have.

What part of budgeting do you find most challenging?

"Print ads yielded a positive ROI until the internet came along. Social media ads were a hit until the rules of the platform changed. One platform falls out of favor, and another rises. Pop-up ads worked until ad blockers came along. It feels like leaping from one domino to another as they tumble at your heels. Constantly having to think outside of the box and find creative solutions is a challenge for everyone. It makes more sense to focus on anticipating trends. What works today might not work tomorrow. You have to look forward. "

Financial responsibilities are integral to the role. The interviewer wants to assess your capabilities surrounding a key part of the role, especially when it involves protecting the company's assets.

Deliver your answer by offering a relatable situation in the industry. Being challenged is fine, but how you face and overcome challenges is the key to answering this question. Avoid examples where you went over budget or didn't rise to the challenge.

Don't say, "Ugh! Budgeting is my least favorite part of the job." Avoid negatives or vague and generalized statements. Use the opportunity to connect with your interviewer. Tailor your answer to something universal in the industry.

Give us an example of a time you juggled several projects at once with competing deadlines.

"I've developed a solid communication coordination system where I am in touch with all of our department heads to see their progress and where they are in meeting their goals. Some days, it feels like a day at the races, watching the ever-changing scoreboard of who's racing ahead and who's falling behind. Recently, we had four deadlines approaching at once. Then, one department got sick. We didn't have enough resources to pull from other departments, so we considered outsourcing. Instead, we sent techs into our employees' homes and got them set up to work remotely. We met that deadline."

Time management is an integral part of this position. The company needs to assess whether a candidate can handle the most difficult, daily challenges the job has to offer.

Emphasize the importance you place on this part of the role. Make your example recent and relevant to the times in an ever-changing playing field.

Keep it relevant and recent. This is part of the job. Use examples that are topical challenges the industry is facing and explain how you face those challenges in a way that exemplifies your problem-solving skills.

Give an example of a marketing brief you developed for a recent marketing project.

"My superior recruited me to develop a marketing brief for a project they were behind on. One of our stakeholders started their career as a photographer and graphic designer, and when a project was underway, would complain about the images we were using. This altered our timelines and sent some departments scrambling. I took this stakeholder out to lunch a few times to get to know them. Then I drafted the brief modeling after their lens in a way that universally appealed to our target audience. Everybody loved the brief. This stakeholder asked some questions and offered some suggestions, and that was it. It was a win-win."

The interviewer wants to evaluate your skills and what you have to offer. Your answer to this question will offer them insight into your approach to an important part of the role.

Your answer should be relevant and recent and should reveal expertise. Use this opportunity to shine by offering a unique example where you exhibited ingenuity, resulting in success.

Don't say, "I need you to be more specific. That's part of the job. We do that all the time."Part of the nature of this question is to test your ability to creatively answer it. Offer a unique, out-of-the-ordinary example that exemplifies your unique talents.

VP Marketing Interview Questions

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1. Describe a difficult project and how you overcame it.
2. Can you give us some examples of work you've done that yielded a positive outcome?
3. Tell us about a time you visited a retail brick and mortar, and how that helped you effectively promote a brand.
4. What is your greatest weakness? What are you doing to improve it?
5. What is your greatest strength? How does that strength help you in marketing?
6. Where do you see yourself in five years?
7. Why are you the best candidate for us?
8. What do you know about our company?
9. Tell me about your most successful marketing project.
10. What has made you such a successful marketer?
11. Tell me an example of a situation in which you had difficulties with a team member.
12. What do you do when your time schedule or project plan is upset by unforeseen circumstances?
13. Are you able to cope with stressful situations?
14. Tell me about a time you disagreed with your boss.
15. If I called your boss right now and asked him or her what area you could improve on, what would he or she say?
16. Describe a time you went above and beyond the requirements for a project.
17. Why do you want to leave your current employer?
18. What major challenges and problems did you face at your last position?
19. What new marketing breakthroughs interest you most?
20. Tell me about a time you influenced the outcome of a project by taking a leadership role.
21. Tell us about a time you had to take corrective action with a member of your team.
22. How do you go about monitoring the performance of your work and/or the work of team?
23. Tell us about a time you successfully hired, trained, and evaluated personnel.
24. Describe your approach to leadership.
25. How much should we focus on building up brand and product awareness?
26. Can you give me an example of a campaign that did not work out as you had planned?
27. Give an example of how you have effectively managed a tight budget to accomplish a marketing activity.
28. What part of budgeting do you find most challenging?
29. Give us an example of a time you juggled several projects at once with competing deadlines.
30. Give an example of a marketing brief you developed for a recent marketing project.

VP Marketing Interview Questions

1. Describe a difficult project and how you overcame it.

2. Can you give us some examples of work you've done that yielded a positive outcome?

3. Tell us about a time you visited a retail brick and mortar, and how that helped you effectively promote a brand.

4. What is your greatest weakness? What are you doing to improve it?

5. What is your greatest strength? How does that strength help you in marketing?

6. Where do you see yourself in five years?

7. Why are you the best candidate for us?

8. What do you know about our company?

9. Tell me about your most successful marketing project.

10. What has made you such a successful marketer?

11. Tell me an example of a situation in which you had difficulties with a team member.

12. What do you do when your time schedule or project plan is upset by unforeseen circumstances?

13. Are you able to cope with stressful situations?

14. Tell me about a time you disagreed with your boss.

15. If I called your boss right now and asked him or her what area you could improve on, what would he or she say?

16. Describe a time you went above and beyond the requirements for a project.

17. Why do you want to leave your current employer?

18. What major challenges and problems did you face at your last position?

19. What new marketing breakthroughs interest you most?

20. Tell me about a time you influenced the outcome of a project by taking a leadership role.

21. Tell us about a time you had to take corrective action with a member of your team.

22. How do you go about monitoring the performance of your work and/or the work of team?

23. Tell us about a time you successfully hired, trained, and evaluated personnel.

24. Describe your approach to leadership.

25. How much should we focus on building up brand and product awareness?

26. Can you give me an example of a campaign that did not work out as you had planned?

27. Give an example of how you have effectively managed a tight budget to accomplish a marketing activity.

28. What part of budgeting do you find most challenging?

29. Give us an example of a time you juggled several projects at once with competing deadlines.

30. Give an example of a marketing brief you developed for a recent marketing project.