As I was prepping the launch of my coaching site, I had a bit of an “aha!” moment. While the standard STAR method is great, I stumbled across an evolved version that packs a much bigger punch: STAR(L).
I’ve decided to officially update my guidance for behavioral interviews to incorporate this structure. Why? Because as a hiring manager, I am looking for more than just a list of completed tasks. I am looking for humility and a growth mindset. The “L” at the end of your story is what proves you have both.
So, what exactly is STAR(L)?
It’s a structured way to tell a story that ensures you hit every beat a recruiter is looking for:
- S – Situation: The background. Give just enough detail to set the stage without getting lost in the weeds.
- T – Task: What specifically needed to happen? What was the goal?
- A – Action: What did you do? Focus on your individual contribution.
- R – Result: The impact. This is where you bring in metrics, feedback from leadership, or awards.
- L – Learning: This is the game-changer. What could have gone better with the gift of hindsight?
The “L” in Action: A Real-World Example
Let’s look at how adding a Learning moment transforms a standard story about a high-pressure launch:
The Story: “My team was launching a new real-time feature in time for a major corporate announcement. As the lead, I saw the bug backlog growing faster than we could handle. I decided to implement a daily triage meeting with my Product Manager during the final weeks of QA to clear the path for our developers.”
The Result: “We cleared all launch-blocking bugs on time. My Director approved the feature for the announcement, and I received a performance bonus for proactively improving our process.”
The Learning (The “Punch”): “In hindsight, I realized we should have started this triage process three weeks earlier. By waiting until the final push, we spent valuable developer cycles on non-blocking defects that could have been deferred. I’ve since implemented early-stage triage as a standard for all my projects.”
Why Hiring Managers Love This
When you share a learning, you aren’t admitting weakness—you’re demonstrating seniority. You’re showing that you don’t just finish projects; you optimize them for the future.
Are your stories missing that final punch? If you want to practice evolving your STAR stories into STAR(L) narratives that get you noticed, let’s chat. I can help you find the “Learning” in your experience that will resonate most with your future manager.
I've spent over 25 years navigating the software engineering landscape—scaling teams, fostering well-being, and mentoring the next generation of technical leaders. After 6.5 years at Google, I built a coaching practice to help talented engineers and techies unlock their potential and build the momentum that transforms careers. I'm the coach who meets you at your pivotal moments and helps you make the most of them.