Key Takeaways
- ✓PD interviews test mission alignment first — lead with your 'why,' not your resume stats
- ✓Be ready to discuss specific cases where you represented someone difficult to defend
- ✓Quantify your caseload management skills and name the CMS tools you've used
- ✓Show awareness of burnout and secondary trauma — offices want sustainable defenders
- ✓Demonstrate holistic defense thinking and willingness to work with non-attorney team members
of PD hiring committees say 'mission fit' outweighs trial experience
Source: Defense Talent Exchange hiring manager survey, 2025
Whether you're interviewing at a county PD office, a nonprofit defense organization, a conflict panel, or a federal defender's office, these ten questions come up in nearly every interview. We've consulted with defense hiring managers across California to bring you expert guidance on what they're really looking for — and the mistakes that knock candidates out of the running.
Question 1
"Why do you want to be a public defender?"
What They're Really Asking
This is the most important question in the interview. Hiring committees use it to filter out candidates who see public defense as a stepping stone to private practice or who can't articulate a genuine connection to the mission. They want to hear that you understand the Sixth Amendment mandate — that every person accused of a crime deserves zealous representation, regardless of what they're charged with or who they are.
How to Answer Well
Tell a specific story. Maybe it was a law school clinic experience where you saw the human impact of representation. Maybe a family member was affected by the criminal legal system. Maybe you witnessed the disparity between how the wealthy and the poor are treated in court. Whatever it is, make it personal and authentic. Then connect it to the systemic work: you believe in holding the government to its burden, checking police power, and ensuring that the Constitution's promises apply to everyone.
Avoid saying:
"I want trial experience" or "It's a good way to get courtroom time before going into private practice." Even if trial experience is a factor, framing it as the primary motivation signals that you'll leave as soon as you have enough trials on your resume.
Question 2
"Tell me about a time you represented someone you found personally difficult to defend."
What They're Really Asking
This question tests the core of your professional identity as a defense attorney. Public defenders represent people accused of everything from petty theft to murder. The hiring committee needs to know that you can provide zealous advocacy regardless of the charge, the facts, or your personal feelings about the client's alleged conduct.
How to Answer Well
Choose a real example — without revealing client identifying information. Describe the challenge honestly: "The allegations were deeply troubling to me personally." Then explain how you maintained your professional obligation. Talk about how you separated the person from the accusation. Mention that your role is not to judge guilt or innocence but to ensure the government meets its burden and the client's rights are protected. Show that you've internalized the principle that the Sixth Amendment doesn't have a "nice people only" exception.
Strong candidates also acknowledge the emotional toll and describe their coping strategies — supervision, peer support, therapy, or structured reflection. This shows maturity and self-awareness.
Question 3
"How do you handle a caseload of 150+ cases?"
What They're Really Asking
Caseload volume is the reality of public defense in most jurisdictions. The hiring committee wants to know that you won't be paralyzed by the workload and that you have systems for managing large numbers of cases without letting anything fall through the cracks.
Active cases managed by the average public defender in California
NLADA recommends a maximum of 150 felonies or 400 misdemeanors per year
How to Answer Well
Describe your triage system. Experienced defenders typically categorize cases by urgency: cases with upcoming trial dates, cases with clients in custody, cases approaching statute of limitations deadlines, and cases in negotiation. Name the case management system you use (Legal Server, LegalEdge, Odyssey) and explain how you use it to track deadlines, court dates, and client communication.
Also discuss how you prioritize client communication — in-custody clients who can't call you freely need different outreach than out-of-custody clients. Mention your approach to preparation: batching similar tasks, preparing motions in advance of court dates, and using templates for routine filings while customizing for case-specific facts.
Question 4
"What case management systems are you proficient with?"
What They're Really Asking
This is a practical question about your ability to integrate quickly. Every PD office runs on a case management system, and the learning curve for a new CMS can slow down an attorney's productivity for weeks. If you already know the office's system, that's a significant hiring advantage.
How to Answer Well
Name every system you've used: Legal Server, LegalEdge (Defender Data), Odyssey, JusticeTrax, or any proprietary systems. Describe how you've used them — not just "I've used Legal Server," but "I used Legal Server to manage a caseload of 180 cases, track court dates, log client contacts, run conflict checks, and generate monthly reporting on case dispositions."
If you haven't used the specific system the office runs, emphasize your adaptability: "I've worked with three different CMS platforms across two offices, so I'm comfortable learning new systems quickly. The core concepts — case tracking, calendaring, client records — are consistent across platforms."
Question 5
"Describe your trial experience."
What They're Really Asking
The hiring committee wants to assess your courtroom readiness. Can you pick up a case file and walk into a courtroom? Do you understand trial procedure, evidence rules, and jury selection? How comfortable are you on your feet?
How to Answer Well
Lead with numbers: "I've taken 25 jury trials and 40 bench trials to verdict across felony and misdemeanor matters." Then add context about the types of trials — DUI jury trials, domestic violence bench trials, felony drug trials, serious assault cases. If you have notable results (acquittals on serious charges, hung juries on cases the DA thought were slam dunks), mention them — but don't frame it as a win/loss record.
For junior attorneys with limited trial experience, focus on the hearings you've conducted (preliminary hearings, contested motions, probation violation hearings), any second-chair trial experience, and mock trial or clinic experience. Show eagerness to try cases, not anxiety about it.
Question 6
"How would you handle a client who wants to go to trial on a case with overwhelming evidence?"
What They're Really Asking
This tests your understanding of client autonomy — one of the most fundamental principles of defense work. The hiring committee wants to see that you respect the client's right to make the ultimate decision about going to trial, while also ensuring the client has full information to make that decision.
How to Answer Well
Start with the principle: "The decision to go to trial always belongs to the client. My job is to ensure the client has complete information about the evidence, the potential outcomes, and the risks — and then to zealously advocate for whatever the client decides."
Then describe your process. You would review all discovery thoroughly, investigate potential defenses the client might not be aware of, explain the strengths and weaknesses of the case honestly, discuss the potential sentence after trial versus any plea offers, and ensure the client understands the process. If after all of that the client still wants to go to trial — you go to trial and fight as hard as you can.
Strong answers also acknowledge that "overwhelming evidence" is a prosecutor's framing. You might discover problems with the evidence — chain of custody issues, constitutional violations, credibility problems with witnesses — that change the picture entirely. A defender's job is to test the government's case, not accept it at face value.
Question 7
"What is your approach to client communication, especially with non-English speakers?"
What They're Really Asking
In California, a significant portion of public defender clients speak Spanish or other languages as their primary language. The hiring committee wants to know that you'll communicate effectively with all clients, not just the ones who speak fluent English.
How to Answer Well
If you're bilingual, lead with that — it's a major asset. Describe how you use your language skills to build trust with clients and have substantive legal conversations without relying on interpreters for every interaction.
If you're monolingual, focus on your process: you use qualified interpreters for all substantive communications, you provide translated materials when available, you schedule longer meetings to account for interpretation time, and you're mindful that cultural context matters as much as language. Mention any language skills you're developing and your commitment to cultural competency training.
of California PD clients are primarily non-English speakers
Spanish is most common, followed by Vietnamese, Mandarin, Korean, and Tagalog
Also discuss your general communication philosophy: you believe in proactive outreach, not waiting for clients to contact you. You visit in-custody clients regularly. You return phone calls and letters promptly. You explain legal proceedings in plain language, not legal jargon. You make sure clients understand what's happening in their case at every stage.
Question 8
"How do you handle burnout and secondary trauma?"
What They're Really Asking
Public defense has one of the highest burnout rates in the legal profession. Offices invest significant resources in training new attorneys, and they don't want to lose you after 18 months because you didn't have strategies for managing the emotional toll of the work. This question also signals that the office is self-aware about the challenges its staff faces — which is a good sign.
of public defenders report symptoms of secondary traumatic stress
National study of public defender wellness, 2024
How to Answer Well
Be honest and specific. Don't say "I just work through it" — that's a red flag, not a badge of honor. Describe concrete strategies: regular exercise, therapy, peer support groups, boundaries between work and personal time, vacation time that you actually take, hobbies outside of law, mentorship relationships where you can process difficult cases.
Acknowledge that you've experienced difficult moments and describe how you handled them. If your previous office had wellness programs (many PD offices now offer trauma-informed supervision, wellness days, or EAP programs), mention your participation. Show that you take sustainability seriously because you plan to be in this work for the long term, not just passing through.
Question 9
"Tell me about your experience with holistic defense or working with social workers/investigators."
What They're Really Asking
Holistic defense — the model where attorneys work alongside social workers, mitigation specialists, investigators, and sentencing advocates — is the future of public defense. Offices that practice holistic defense achieve better outcomes for clients, have lower recidivism rates, and experience less attorney burnout. The hiring committee wants to know if you understand this model and can work effectively within it.
How to Answer Well
If you have direct holistic defense experience, describe it in detail. Talk about how you worked with a social worker to connect a client with housing or substance abuse treatment as part of a sentencing mitigation strategy. Describe how an investigator helped you uncover evidence that changed the trajectory of a case. Explain how a mitigation specialist helped you humanize a client during a contested sentencing hearing.
If you don't have direct experience, show that you understand the model and are eager to learn. Reference the Bronx Defenders model or the work of the National Legal Aid & Defender Association (NLADA) on holistic defense. Explain that you believe effective defense requires addressing the underlying issues — housing, mental health, substance use, immigration consequences — not just the criminal charge in front of you.
Question 10
"Where do you see yourself in 5 years in public defense?"
What They're Really Asking
The hiring committee wants to know two things: (1) Are you committed to public defense as a career, not just a stepping stone? (2) Do you have the ambition and self-awareness to grow within the organization? They're investing in training you, and they want a return on that investment.
How to Answer Well
Show commitment to the career path while being specific about your growth goals. Maybe you want to specialize in serious felony work, develop expertise in capital defense, move into appellate advocacy, or eventually lead a unit. Perhaps you're interested in training and mentoring newer attorneys, or you want to develop expertise in a specialty court like mental health court or drug court.
The key is showing that your 5-year plan involves deepening your work in public defense, not using it as a launchpad for something else. Strong answers reference the career ladder within the office: "I'd love to progress from handling misdemeanors to felonies, and eventually work toward a senior attorney or supervising role where I can help train the next generation of defenders."
Avoid saying:
"I want to open my own firm eventually" or "I'm exploring different areas of law." Even if you're not sure about your long-term plans, the interview is not the time to express ambivalence about public defense as a career.
Bonus: General Interview Tips for PD Offices
Research the Office
Know the office's structure, caseload size, any specialty courts they staff, their approach to holistic defense, and any recent news about them (budget changes, new programs, leadership changes). Reference specific things about the office in your answers to show you've done your homework.
Prepare Your Stories
Have 5-7 case stories ready (anonymized, of course) that illustrate different competencies: trial skills, client communication, creative problem-solving, working under pressure, collaboration with team members, and ethical challenges you've navigated.
Ask Thoughtful Questions
Prepare questions that show you're evaluating the office too: "What does your training program look like for new attorneys?" "How does the office approach caseload management?" "Do you have a holistic defense or social worker program?" "What does career progression look like here?"
Show, Don't Tell
Don't say "I'm passionate about public defense." Instead, describe the specific moments, cases, and experiences that fuel your commitment. Passion is demonstrated through stories and specifics, not through declarative statements.
Dress the Part — But Not Too Much
PD offices are not BigLaw. Business professional is appropriate (suit and tie or equivalent), but don't show up in a three-piece designer suit. You want to look like someone who belongs in a busy courtroom, not a corporate boardroom.
Average number of rounds in a PD interview process
Typically: phone screen, panel interview, and sometimes a practical exercise or meet-the-team
Ready to Land Your Next Defense Role?
You've prepared for the interview — now find the right position. Defense Talent Exchange lists opportunities at public defender offices, conflict panels, and defense organizations across California. Create a profile and let offices come to you.
The Interview Is a Conversation, Not a Test
The best public defender interviews feel like conversations between colleagues, not interrogations. The panel wants to see who you are as a person and a professional — your values, your judgment, your ability to connect with people from all walks of life. They're not looking for perfection. They're looking for authenticity, commitment, and the resilience to do this work well over the long haul.
Prepare thoroughly, but don't over-rehearse to the point where your answers sound scripted. Let your genuine passion for defense work come through. If you truly believe in the right to counsel and the dignity of every person who walks into a courtroom, that will shine through in everything you say.