I've interviewed candidates as arrogant as this, and they never make it.
It does remind me of a candidate who did though, for the exact opposite sort of behavior. One of the people on my panel wasn't very creative, and asked the cliche "what's your greatest weakness?"
The candidate thought about it for a moment, then apologized, saying "I'm just trying to pick an interesting one to talk about, because I'm sure I have them." That got me listening, as it was perfectly honest. Eventually the candidate said something like "one thing keeps coming to mind, and it may not be a great answer, but I can't let it go - I think my greatest weakness, at least when thinking of this role, is how challenging it will likely be for me for the first month as I get to know the people and company and process."
That's how you answer that question should you ever get it. With honesty. If someone asks about your mistakes, think of a big one, one where you learned a lot. Humility sends out a strong signal about how well you'll work with others, which is easily 50% of what's important to thrive at most orgs.
It does remind me of a candidate who did though, for the exact opposite sort of behavior. One of the people on my panel wasn't very creative, and asked the cliche "what's your greatest weakness?"
The candidate thought about it for a moment, then apologized, saying "I'm just trying to pick an interesting one to talk about, because I'm sure I have them." That got me listening, as it was perfectly honest. Eventually the candidate said something like "one thing keeps coming to mind, and it may not be a great answer, but I can't let it go - I think my greatest weakness, at least when thinking of this role, is how challenging it will likely be for me for the first month as I get to know the people and company and process."
That's how you answer that question should you ever get it. With honesty. If someone asks about your mistakes, think of a big one, one where you learned a lot. Humility sends out a strong signal about how well you'll work with others, which is easily 50% of what's important to thrive at most orgs.