Provenance
Where these questions come from
Every one of the 640 questions on this site today is editorial. We wrote them from general knowledge of how cabin crew assessments work — the categories they cover, the judgment they test, the answers that get people cut. They are realistic in style and subject. They are not transcripts, and we do not claim any specific airline asked any specific one of them.
That is why the site says “real-style” rather than “real”. It is a real distinction, not a hedge, and you should hold us to it: a question nobody can trace is worth less than one somebody was actually asked. Below is what each label means and how we are closing that gap.
The three labels
Every question carries one, shown next to it on the airline pages.
Editorial
Written by us from general knowledge of how cabin crew assessments work. Realistic in style and subject, but not traced to a specific airline document or a specific candidate.
Airline published
Taken from the airline's own careers material — a published guide, application form or recruitment page.
Candidate reported
Someone who sat this interview told us they were asked it. The strongest kind of question we hold, and the only kind we can genuinely verify.
The process these questions sit inside
Most major carriers run something close to this, over roughly 4–12 weeks. Where we have nothing specific to an airline, this is the shape we describe — and we say so rather than inventing detail we can’t stand behind.
- 1
Application
CV, photos and short motivation questions through the airline’s careers portal.
- 2
Video interview
Recorded answers to set questions, reviewed later. No interviewer present.
- 3
Assessment day
Group exercises, an English assessment, and reach or height checks. The largest cut happens here.
- 4
Final interview
A competency interview, one-to-one, with follow-up questions on your answers.
- 5
Offer
Conditional offer, then medical and document checks.
Our question bank and the mock interview both cover the final interview. The assessment day group exercise — where most candidates are actually cut — is simulated separately, with three other candidates played by the model and no feedback until the end, because that is what a real group task withholds. What we still don’t simulate is the one-way video interview or the English test, and saying so seems better than letting you assume otherwise.
What each stage asks for
Video interview
The one-way recorded round. You get the question, a short time to think, and one take — no interviewer to read and no chance to ask what they meant.
Assessment day
The in-person day: group exercises, an English check, and often a short one-to-one. Most candidates who are cut are cut here.
Final interview
The competency interview, usually 30–40 minutes and one-to-one. STAR-shaped answers, and follow-up questions that push on whatever you just said.
Been through it? Tell us what they asked
This is the part that makes the bank better in a way we can’t do on our own. A question you were genuinely asked last month is worth more than anything we can write, because it can be dated, attributed to a stage, and checked against other reports. Nothing you send is published as-is — it goes to review first, and your name is never shown against it.
You’ll need to be signed in — it’s how we rate-limit the review queue, not a marketing gate.
What we won’t do
- —Relabel editorial questions as “verified” or “real” because it reads better. The label changes when the sourcing changes.
- —Invent airline-specific policy or process detail. Where we don’t know how a particular airline runs its day, we describe the industry-typical shape and say that’s what it is.
- —Claim a pass rate, a success rate, or a number of users. We haven’t earned any of those figures, so we don’t print them.
- —Use airline logos or imply endorsement. We cover 40 airlines; none of them are affiliated with us.