About Elizabeth Harris
Her approach grew from an unexpected insight that changed the direction of her work: every interview is a presentation, and every presentation is an interview. After years of delivering leadership, influencing and presentation skills workshops around the world, Liz was asked to help two young women who were struggling to convert applications into job offers. Both went on to secure strong roles, and Liz realised she could use decades of presentation expertise to solve one of the most stressful and consequential moments in a person’s career.
Since then, she has coached hundreds of candidates through simulated interviews, competency-based questions, difficult conversations, presentations and the psychological pressure that comes with being judged in a competitive hiring process. Her strength lies in spotting what an interviewer is likely to probe, identifying where a candidate’s story is unclear, and helping them reshape strong experience into answers that land with clarity and confidence.
Liz is particularly passionate about helping people prepare before opportunity arrives. Rather than waiting until an interview is days away and cramming under pressure, she encourages professionals to become “interview ready” long before they need to be, with their career story, achievements and strongest examples already at their fingertips. Her philosophy is simple: don’t get ready, be ready.
That mindset matters in a job market where one opportunity may carry enormous financial and emotional weight. Liz helps clients treat an interview with the same seriousness they would give any other high-value presentation, while also building the resilience to recover from rejection, navigate lengthy hiring processes and keep bringing their best self to the next opportunity.
Alongside her one-to-one coaching, Liz has developed a self-paced course, an Interview Readiness assessment and her *Inside the Interview Room* newsletter. She is also about to launch a book based on the five-part process she has developed through years of real interview coaching, covering everything from CV preparation and competency questions to mindset, resilience and interview presentations.
Warm, practical and deeply experienced, Liz brings the perspective of someone who has spent years on both sides of professional communication. Her conversations go beyond stock interview tips to explore why good candidates underperform, how small changes in language can transform an answer, and why the best time to prepare for your next career opportunity is before you know it exists.
Key topics
Leaders underestimate how much presentation skill shapes career mobility
Employees are expected to influence, present, interview, and progress through organisations with very little direct training in how to communicate their value. Many leaders assume career growth depends mainly on competence, but capable people can be overlooked when they cannot make their thinking visible in high-stakes conversations. Elizabeth’s work sits at the overlap of leadership, influence, presentations, and career coaching, which shows how often the same communication habits determine whether someone is heard, trusted, or promoted. This is a useful episode for leadership and workplace audiences who want to develop people beyond technical ability.
Sending hundreds of CVs can hide the real interview problem
Career changers and frustrated job seekers often respond to silence by applying for more roles, which can deepen the sense that the market is impossible to crack. The hidden issue is not always the CV or the person’s experience, but the lack of a clear bridge between what they have done and what the employer needs to hear. Elizabeth’s interview work began after a client described two daughters sending out hundreds of CVs and getting nowhere, which led her to apply presentation thinking to the job search. This episode helps listeners see where volume becomes avoidance and where clearer positioning can change the conversation.
Shortlisted candidates need evidence stories not memorized interview answers
Shortlisted candidates are already considered credible on paper, so the interview becomes a test of whether they can prove fit in a calm, specific, memorable way. The default preparation mistake is rehearsing generic answers instead of building evidence stories that show judgement, impact, and relevance. Elizabeth tested her approach with a recruiter’s shortlisted candidates from 2014 and later mapped her coaching into five core components for interview performance. This conversation gives career and employability audiences a concrete look at what changes when interview preparation is structured around evidence rather than guesswork.
View all topics →
Key topics
Leaders underestimate how much presentation skill shapes career mobility
Employees are expected to influence, present, interview, and progress through organisations with very little direct training in how to communicate their value. Many leaders assume career growth depends mainly on competence, but capable people can be overlooked when they cannot make their thinking visible in high-stakes conversations. Elizabeth’s work sits at the overlap of leadership, influence, presentations, and career coaching, which shows how often the same communication habits determine whether someone is heard, trusted, or promoted. This is a useful episode for leadership and workplace audiences who want to develop people beyond technical ability.
Sending hundreds of CVs can hide the real interview problem
Career changers and frustrated job seekers often respond to silence by applying for more roles, which can deepen the sense that the market is impossible to crack. The hidden issue is not always the CV or the person’s experience, but the lack of a clear bridge between what they have done and what the employer needs to hear. Elizabeth’s interview work began after a client described two daughters sending out hundreds of CVs and getting nowhere, which led her to apply presentation thinking to the job search. This episode helps listeners see where volume becomes avoidance and where clearer positioning can change the conversation.
Shortlisted candidates need evidence stories not memorized interview answers
Shortlisted candidates are already considered credible on paper, so the interview becomes a test of whether they can prove fit in a calm, specific, memorable way. The default preparation mistake is rehearsing generic answers instead of building evidence stories that show judgement, impact, and relevance. Elizabeth tested her approach with a recruiter’s shortlisted candidates from 2014 and later mapped her coaching into five core components for interview performance. This conversation gives career and employability audiences a concrete look at what changes when interview preparation is structured around evidence rather than guesswork.
View all topics →