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Crazy Job Interview

Each player draws a random trait and a random job, then has to talk their way into being the perfect hire. It works because defending an absurd pairing with a straight face is funnier than any joke you could plan.

30–60 min3–10 peopleAveragePaper + hatRemote ✓
By Jon Zajac · Founder & Chief Icebreaker · Last updated February 19, 2024

What is Crazy Job Interview?

Crazy Job Interview hands out a wildcard resume: every player draws one occupation and three traits at random, then has to explain — on the spot, with a straight face — why those traits make them the ideal hire. The interviewer decides how long each trait gets before calling for the next one, then awards the round to whoever sold it best.

It works because the pairing is never the one you'd pick. Turning an odd habit or an awkward trait into a case for the job in front of you forces real improvisation — the kind a rehearsed icebreaker never tests. And because the interviewer controls the pace, nobody gets to over-prepare their way out of thinking on their feet.

It's built for a room that's ready to speak in front of the group, not just answer a question in turn — quieter groups do better with a written round first, or the option to go last. Skip it for a team on a tight agenda: with everyone taking a turn as both interviewer and interviewee, it runs long.

The rules

  1. Each player writes at least 5 traits and 2 occupations on separate slips — traits into one container, occupations into another.
  2. Randomly choose the first interviewer.
  3. Everyone else draws an occupation and three traits, keeping the traits hidden until it's their turn.
  4. The interviewer calls on a player, who explains why they're fit for the job — one trait at a time.
  5. The interviewer decides when the interviewee moves to the next trait, and can prompt them to move on at any point.
  6. After all three traits, the interviewer awards a point to whoever they found most convincing, then the job passes to the player on their left.

Before you start

  • Group size: 3–10 active players. Everyone takes a turn as both interviewer and interviewee, so keep the room small enough that turns keep moving.
  • Materials: 7 paper slips per player, plus 2 containers. One container holds every trait slip, the other holds the occupations. A pre-written list of traits and jobs works too, if you'd rather skip the writing round.
  • Say it's okay to not be funny. Tell players upfront that relaxed and honest beats rehearsed — anyone can ask for a beat to compose themselves before their turn.

How to run it

  1. Write the slips 3–5 min

    Each player writes at least 5 traits (adjectives, backgrounds, old jobs, interests, outlooks) and 2 occupations, each on its own slip. Traits go in one container, occupations in the other.

  2. Pick the first interviewer 2–3 min

    Choose one player at random to run the first round. Everyone else draws an occupation and three traits, keeping the traits hidden until it's their turn.

  3. Call the first interviewee 1 min

    The interviewer names a player to interview. That player looks at their first trait and starts explaining why it makes them the right hire.

  4. Work through the traits 3–5 min each

    The interviewee moves to the next trait when ready, or when the interviewer says so — the interviewer can push the pace at any point.

  5. Award the point, then rotate 1 min each

    Once all three traits are covered, the interviewer picks the most convincing interviewee, awards a point, and passes the job to the player on their left.

← the reframe is the whole interview.

Facilitator tips

Offer the last slot to anyone nervousWatching two or three interviews first takes the edge off. Let people volunteer for a later turn instead of assigning the order.
Write the slips ahead for reading gapsIf reading or writing on the spot is a barrier for anyone, hand out slips already filled in with traits and occupations — the game plays exactly the same either way.
Keep traits and occupations universalSkip anything tied to one culture or region so every player can speak to what they draw — the goal is common ground, not inside knowledge.
Phrase the pointed traits as I-statementsIf a trait sounds pointed — "aggressively flirtatious," say — have the interviewee frame it as their own: "I'm aggressively flirtatious, and here's how that helps in sales." It defuses the trait instead of the person holding it.

Variations

Same job for everyone

Have the interviewer draw one occupation and use it for every interview that round. Each speech builds on the last, and comparing pitches becomes its own game.

Why it works

Quick thinking, on someone else's clockThe interviewer decides when you move to your next trait, not you — the game manufactures the kind of on-your-feet pressure a rehearsed pitch never tests.
Reframing practice, built into the rulesEvery trait has to become a selling point for the job you drew, whether it's a natural fit or not — the game only works if you can spin the trait into an asset.
Creativity forced, not requestedThe trait-and-job pairing is random, so the connection is never obvious. Making the case anyway is a genuine improv exercise, not a brainstorm.
HELLO, MY NAME ISJon

"This is the one I reach for when a group needs to loosen up fast — nobody's ever pitched themselves as the ideal candidate for a random trait before, and watching someone talk their way into a straight face is half the show. The rules bend easily too, so I've never run it the same way twice."

Jon Zajac · Founder & Chief Icebreaker

Reflection questions

For trainings and teams that want the debrief — these turn the pitches into an actual conversation.

  1. What was the most challenging part of this activity for you?Points at who needed more thinking time and who was ready to wing it.
  2. Did you find it difficult to come up with reasons why your traits would be suitable for your given occupation? If so, why do you think that was?Gets people talking about the gap between their strengths and the job they drew — often more honest than the game itself.
  3. How did it feel to be in the role of the interviewer? Did you enjoy having the power to decide who won each round?A quick read on how the room handles holding the deciding vote.
  4. Did you find yourself making assumptions about the traits or occupations that were drawn, even if they didn't make sense at first glance? If so, why do you think that was?Names an assumption out loud — a light way into a real conversation about bias.
  5. What did you find most enjoyable or memorable about this activity? Was there a particular moment that stood out to you?Whoever answers first usually names the same pitch everyone was already laughing about.

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Jon Zajac

Founder & Chief Icebreaker

I started IcebreakerSpot because I believe strong connections are the foundation of successful teams. This site exists to make it easy to find and share the icebreakers and team-building activities that build trust, spark collaboration, and help groups do great things together.

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