The One Question That Got Me Hired as a Kaiser Nurse

This one question flipped the whole interview—and I tell all nurses to use it ever since.

Author

Jason Nunez
July 13, 2025 • Estimated Reading Time: 6 minutes

HI nurse,

When I sat down for my Kaiser interview, I didn’t lead with a résumé.
I didn’t give a polished answer about my "five-year plan."
I opened with this:

“If I talk to one of your nurses after this interview, what do you think they’ll say is the hardest part about working here?”

That question stopped the director mid-sentence.

She actually laughed, and not because it was funny, but because no one had ever asked it.

“That’s a really good question,” she said.
“Honestly? Probably the volume of patients that walk through our doors. You have to be ready to hit the door running if you’re working here during peak hours”

That one answer told me more than any Glassdoor review or unit tour ever could.

Absolutely. Here’s the updated version of your full newsletter, now reflecting your exact wording and story for the question you asked:

The One Question That Got Me Hired at Kaiser
This one question flipped the whole interview—and I’ve been using it ever since.

When I sat down for my Kaiser interview, I didn’t lead with a résumé.
I didn’t give a polished answer about my "five-year plan."
I opened with this:

“If I talk to one of your nurses after this interview, what do you think they’ll say is the hardest part about working here?”

That question stopped the director mid-sentence.

She actually laughed—not because it was funny, but because no one had ever asked it.

“That’s a really good question,” she said.
“Honestly? Probably the volume of patients that walk through our doors. You have to be ready to hit the door running if you’re working here during peak hours.”

Boom. That answer told me everything I needed to know.

Most nurses treat interviews like an interrogation.
They rehearse all the “right” answers.
They try to say what the manager wants to hear.
And they forget the most important part:

You’re interviewing them, too.

You want to find out if that unit is chaotic.
If management actually supports the staff—or just hopes for the best.
If you’re walking into a solid team or a burnout machine.

That’s why this question works.
It forces a real answer.
It strips away the PR and gives you the version nurses talk about in the breakroom.

Here’s What This Question Tells Them:

  • You’re not desperate—you’re discerning

  • You’re thinking ahead—what will this job feel like on week 5, not just day 1

  • You’re looking for truth, not fluff

It also flips the power dynamic.
Because if they dodge this question or give you a PR line?
That’s your sign to walk.

How I Used That Moment to Lead the Conversation

After she gave her answer about the high volume during peak hours, I didn’t flinch. I leaned into it:

“That’s good to know. At my last job in NYC, it wasn’t unusual to get 25–30 patients walking into triage within an hour. We didn’t have ratios, so we were constantly adapting. But I’ve found that as long as the team’s communicating and management has our back, I can handle a heavy pace.”

That’s all it took.
Now we weren’t doing a formal interview—we were just two people swapping stories from the floor.

And immediately after the interview, I was offered the job.

Other Power Questions That Set You Apart

You don’t need to ask 10 questions.
Just a few strong ones that show you know what matters.

Here are some of the best ones I’ve used and put together in an eBook:

  • “How often do nurses float on this unit, and to where?”
    → So you’re not blindsided mid-shift.

  • “What are the usual nurse-to-patient ratios, and how strict is enforcement?”
    → Because ‘it depends’ is not a real answer.

  • “Do you have a dedicated resource nurse or someone who helps when it gets heavy?”
    → Tells you if you’ll be flying solo or getting actual backup.

  • “What paths have nurses here taken to grow into higher-paying or leadership roles?”
    → A subtle way to ask: Will I be stuck here, or can I level up?

Pick two or three based on how the conversation flows.
Don’t force them. But don’t be shy either.

Red Flags to Watch For

Some directors will give you gold.
Others will dodge, sugarcoat, or straight-up lie.

🚩 “We’re always improving.” = they don’t have a plan.
🚩 “Ratios depend on the day.” = you’ll have six patients, easy.
🚩 “Floating isn’t common… unless someone calls out.” = it’s common.

If you ignore these flags, it won’t matter how much you’re getting paid.
You’ll hate every shift.

Mini Script to Practice Tonight

Here’s the exact flow I used—and still use today:

You: “Thanks for meeting with me today. If I talk to one of your nurses after this interview, what do you think they’ll say is the hardest part about working here?”
Director: Talks about patient volume, support, or specific challenges.
You: “That’s helpful to know. In my last job, I dealt with similar challenges. We found that [brief story or solution you used]. I’m comfortable in that environment as long as the team works together.”
Now the conversation flows into scheduling, ratios, and growth.

That’s how you stand out without begging or bragging.

Key Takeaways

  • Open with a question that makes them stop and think

  • Use their answer to show you're prepared—not scared

  • Ask about the stuff that actually affects your quality of life

  • Don’t ignore red flags just because the pay looks good

  • Accept the offer only if the leadership and team vibe

This one question helped me land a six-figure job at Kaiser.
It helped dozens of our members and friends stand out in their interviews.
And it’ll help you, too—if you have the guts to ask it.

Want All 20 Interview Questions We Used to Land $110+/hr Jobs?

I put everything into one download:

These are the exact questions Monica and I used.
The ones I talked about inside the Nurses to Riches Accelerator.

Download it. Use it. Get the job you’ve always wanted. Then email me when you do.
I want to hear your story.

Talk soon,
— Jason

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