What is the ideal Interview duration?

As a recruiter or hiring manager, you’ve probably experienced a job interview that went on too long. Energy drops, you start repeating yourself, and you notice the candidate is losing focus too. On the flip side, you've also likely had conversations that felt rushed — as if they ended just as they were getting started.

Getting the duration of a job interview right is crucial. It ensures you work in a focused, respectful and strategic way — towards the candidate, but also towards yourself and your team. But how long should an interview last? And does that depend on the phase or type of role?

This article provides practical timing guidelines for each phase of the hiring process. With specific timeframes, useful tips, and relatable examples to help you make every conversation count.

Why timing plays such a big role in the hiring process

Time is valuable — for both you and the candidate. A well-paced interview contributes to:

• Efficiency: You ask the right questions within the available time

• Experience: Candidates feel taken seriously and truly heard

• Quality of assessment: You gather clear and actionable insights without information overload

How you handle time also reflects your company culture. A never-ending, unstructured interview signals chaos. A rigid, overly timed session can feel impersonal. It's all about balance.

Average duration of job interviews: what’s typical?

There’s no one-size-fits-all answer, but these general guidelines offer direction:

Phone screening (15–30 minutes)

• Goal: Quickly assess if the candidate meets basic criteria

• Focus: Availability, core skills, motivation

Standard job interview (45–60 minutes)

• Goal: Dive deeper into experience, personality and team fit

• Focus: Work history, challenges, problem-solving ability

Technical or senior interview (60–90 minutes)

• Goal: Assess complex skills, leadership or vision

• Focus: Cases, technical exercises, strategic thinking

When is a job interview too long?

Interviews lasting more than 90 minutes rarely offer additional value. What happens when a conversation drags on unnecessarily?

• Energy drops — for you and the candidate

• Repetition kicks in — without adding insight

• The conversation feels unfocused — leading to uncertainty

Real-life example:
A tech hiring manager ran a technical interview lasting over two hours. Afterward, he still wasn't sure about the candidate’s communication skills. Why? The conversation was completely dominated by one long case study.

Lesson: Stay structured, keep your goal in mind, and don’t be afraid to wrap up when the peak of the conversation is reached.

Interview duration guidelines per hiring phase

Here are the most common types of interviews, with clear timeframes, goals, and suggested topics:

1. Phone screening – 15 to 20 minutes

Why short: This is a quick ‘go/no go’ moment. Long conversations here are rarely efficient.
Goal: Confirm basic qualification fit
Suggested topics:

• Availability

• High-level work experience

• First impression of motivation

Example question: “What attracted you to this position and our company?”

2. First-round job interviews – around 45 minutes

Why medium-length: You want to dig deeper, but not cover everything yet.
Goal: Explore work history, motivation and team fit
Suggested topics:

• Key career milestones

• Motivations behind choices

• Alignment with company culture

Example question: “Can you describe a time when you had to collaborate with someone who thinks very differently from you?”

3. Technical or task-based interviews – 60 to 90 minutes

Why longer: You'll need room for exercises or case studies.
Goal: Understand problem-solving in action
Suggested topics:

• Practical challenges or tasks

• Thought process and approach

• Relevant tools or frameworks

Example question: “Let’s say you’re given X as a problem. How would you solve it? Walk me through your thinking.”

4. Final interviews for senior roles – 60 to 90 minutes

Why strategic: You’re assessing leadership, vision and long-term alignment
Goal: Test leadership style, strategic thinking, and values
Suggested topics:

• Strategic insights

• Vision for team development

• Decision-making and impact

Example question: “How would you transform a team of underperformers into a high-performing unit?”

Smart time management during job interviews

Here are four best practices to help you make the most of your interview time:

1. Prepare thoroughly

Review the resume and LinkedIn profile in advance. Note down areas to explore further.

2. Use time blocks

For example: 10 minutes intro, 25 minutes main questions, 10 minutes for candidate Q&A.

3. Be flexible, but focused

Some detours are valuable — but don’t be afraid to steer back to your goals.

4. Evaluate immediately after

Reserve 5 minutes to jot down impressions before jumping into your next call.

Run conversations with impact, not by the clock.

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