Add the role and your resume. Get the questions you'll face and a ready, STAR-method answer for each, built from your real experience.
Most interview questions are behavioural: they ask you to describe something you have actually done. Preparation is not memorising answers, because you cannot predict the wording. It is having a handful of real episodes ready, each one clear enough in your head that you can tell it from any angle.
Add the role and your background and you get the questions that role tends to ask, rather than a generic list, so you prepare for the conversation you are going to have.
Every suggested answer is assembled from what you provided. Nothing is invented, because a fabricated example collapses on the first follow-up question.
Situation, Task, Action, Result. Context stays short, your Action takes most of the answer, and the Result says what changed. The interviewer is assessing the Action.
A result can be a decision that got made, a process that stuck, an error caught early, or something you would do differently now. Scale and context work when a number does not exist.
A running order for behavioural questions: describe the Situation and your Task briefly, spend most of the answer on the Action you took, and finish with the Result. It stops an answer becoming a story with no point.
Pick a real one, be straightforward about it, and spend most of the answer on what you have changed since. A disguised strength is transparent to anyone who has interviewed before.
Five or six real episodes covering a conflict, a failure, a deadline, a time you led something and a time you learned quickly. Most behavioural questions can be answered from that set, told with a different emphasis.
You can try it for free. A free account saves your questions and answers so you can practise again before the day.