The Informational Interview Script That Works in Canadian Finance

Hook — get straight to the point: Informational interviews are the single most efficient way to move from anonymous applicant to referred candidate in Canadian finance — when you use a concise script, a clear ask, and a disciplined follow-up plan. This guide gives you ready-to-use outreach and in-person/phone scripts, question sets tuned for finance (including CFA-related conversations), a follow-up cadence that turns conversations into referrals, and a realistic look at outcomes.

Why this works (short)

It treats the contact as a teacher, not a hiring manager. People like to help and are more likely to refer someone who asked informed questions and respected their time.
It limits the ask to a time-boxed meeting (20–30 minutes) and finishes with a specific referral request or next step.
It shows value quickly (your 30-second pitch) and gets the other person to speak 60–80% of the time — which builds rapport and uncovers opportunities.

Note on source material: the reference material used to assemble this guide lists "180+" (listed also as 183) CFA Level 1 interview questions and highlights the importance of preparing after Level 1 (source title references 2025 and references the CFA Institute’s 2023 Global Career Survey). That informs the technical/behavioural questions recommended below.

How to use this guide

Pick the outreach template that matches your situation (cold LinkedIn message, warm email referral, or follow-up).
Use the 30-second pitch and the 20–30 minute interview script verbatim the first 2–3 times until it feels natural.
Log outcomes and follow the follow-up cadence exactly — most returns come from the persistent, respectful follow-up.

Outreach (pick one)

LinkedIn connection message (cold, 1–2 lines)

Hi [Name], I’m a [your role or soon-to-be role: e.g., CFA Level 1 candidate / recent finance grad / analyst transitioning into portfolio analytics] exploring [team/area: e.g., equity research at Canadian banks]. Could I book 20 minutes to learn how you broke into the team and what skills matter most? I’ll send 2–3 time options. Thanks — [First name]

Why this works: short, specific, low-friction, makes the ask clear.

Warm email (referral or alumni)

Subject: 20 minutes? Seeking advice on [group/team/role] at [Firm]

Hi [Name],

I hope you’re well. I was referred to you by [mutual contact/alumni network]. I’m currently [brief background — 1 line], and I’m exploring roles in [area]. If you have 20 minutes next week I’d value your advice on how hiring works on your team and what skills you’d recommend prioritizing. I’m happy to work around your schedule.

Thanks in advance, [Name, contact]

Why this works: establishes mutual connection, keeps ask small, offers flexibility.

The 30-second pitch (use at start of call/in-person)

Script: "Thanks for taking 20 minutes — I really appreciate it. Quick intro: I’m [Name], I currently do [current job or study — 1 short phrase], and I’m focusing on moving into [target role/team], especially roles that involve [key skill: e.g., equity valuation / fixed income analysis / wealth advice]. I’d love to learn how your role actually works day‑to‑day, what skills matter most, and whether you see a reasonable route for someone with my background to contribute. Is 20 minutes still okay?"

Why include this: it sets context, clarifies intent (not a job ask), and primes the contact to speak about their work.

The 20–30 minute informational interview script (timed)

Opening (0–2 min): Deliver the 30-second pitch. Confirm 20 minutes. Confirm whether they prefer you to ask questions or if they’d like to lead.
Warm-up (2–5 min): Quick personal rapport. One sentence on your background and one specific compliment or reference to their career (e.g., "I saw your piece on X").
Core questions (5–20 min): use this order — it flows from low-risk to higher-value asks.
1. Role & day-to-day (3–4 min) — "What does a typical week look like for you? Which parts of your role use the most technical work vs. client/stakeholder time?"
2. Hiring & skills (3–4 min) — "When you hire junior analysts or associates, what concrete skills and experiences make candidates stand out? Are there must-have technical skills (e.g., advanced Excel, VBA, modelling, Bloomberg)?"
3. Technical expectations (3–4 min) — "If I were to prepare for an analyst interview on your desk, what technical questions or case tasks should I rehearse?" (If they’re comfortable, ask one short technical question they suggest and get them to walk you through their thinking.)
4. Career path & timelines (2–3 min) — "How long does a typical progression look like from analyst to senior analyst/associate on your team?"
5. Culture & priorities (2–3 min) — "What are the team’s biggest priorities this year? What kind of person succeeds culturally here?"
6. Referral request (1–2 min) — "Who else would you recommend I speak with? Would you be comfortable introducing me or sharing their contact? Would it be okay if I reference your name when I reach out?"
Close (20–22/30 min): Summarize 2–3 takeaways, confirm next action (e.g., "I’ll send a short thank-you note and the one template you asked for; may I follow up in two weeks with a quick update?"). Ask if they mind if you connect on LinkedIn. Thank them and exit.

Why this order: it builds trust with low‑risk questions, surfaces hiring signals, then comfortably asks for referrals.

High-value questions you should ask (tailored for CFA/technical candidates)

"Which parts of CFA knowledge (e.g., valuation techniques, ethics, fixed income) actually get used on your desk day-to-day?"
"If someone passed CFA Level 1, what new responsibilities might they be eligible for here?"
"What’s one mistake junior analysts commonly make during interviews?"
"Can you walk me through how you’d approach valuing [a Canadian bank / energy company] at a high level?" (short ask: 60–90 seconds of direction)
"If you could hire one competency that candidates rarely have, what would it be?"

These are informed by the kinds of technical, ethics and situational questions common to CFA Level 1 interview preparation (the reference material compiles 180+ interview questions and emphasizes ethics and application of theory).

What to avoid (don’t do these)

Don’t ask for a job outright.
Don’t show up unprepared — know two things about the person or their team.
Don’t take more than the time you asked for.
Don’t ask for multiple introductions in the first meeting — ask for 1–2 targeted names.

Follow-up plan that converts (exact cadence and copy)

Within 24 hours — Thank-you email (short, specific): restate 2 takeaways, any promised docs, and one clear ask (e.g., "If you’re comfortable, an introduction to [name/role] would be helpful — would you be willing to do a short intro?").
1 week — If they agreed to an intro and haven’t sent it, follow up with one polite reminder and a suggested intro message they can copy/paste. If they declined, send a brief update on actions you took based on their advice.
3–4 weeks — Send a short update with progress (e.g., completed a modelling course, took a mockcase) and ask if they have any small next-step suggestions.
3 months — Check-in with a brief note and a request for one quick piece of feedback on your progress. Keep it short.

Follow-up templates (short):

Thank-you subject: "Thanks — 20 minutes well spent"
Body: "Hi [Name], thank you again for your time today. I took away [takeaway 1] and [takeaway 2]. I’ve already [action you took]. If you’re comfortable, an intro to [Name/Role] would be very helpful — I’ve drafted a one-line intro below you can copy. If not, no worries at all. I appreciate your time. — [Name]"

Sample one-line intro to give them to copy: "Hi [Colleague], I’d like to introduce [Your Name], a [brief descriptor]. [Your Name] is exploring [role/area] and I thought you might be a good person to speak with for 20 minutes. [Your Name] — [Colleague], thanks for considering this."

Why this works: making the intro easy increases the likelihood they will do it.

Asking for a referral to a hiring manager (exact script)

"I’ve really benefited from your insights and I’m taking the steps you recommended (completed X, practiced Y). If you think it’s appropriate, would you be willing to introduce me to [hiring manager/name] or provide a short referral note? I’m happy to draft the message for you."

If yes, provide a short draft they can edit and paste. Never pressure; always offer an easy out.

What to track (simple CRM for informational interviews)

Contact name / role / firm
Date of meeting
Source (LinkedIn / referral / alumni)
Outcome (referral / follow-up / no response)
Next scheduled follow-up date

Tracking helps you spot which channels produce introductions and hires.

Salary data, requirements, and day-to-day in Canadian finance (practical overview)

Note: the specific source materials for the scripts emphasize CFA Level 1 interview preparation (the reference lists 180+ questions and references the CFA Institute’s 2023 Global Career Survey). The source materials did not include Canadian salary tables or exam fees. Below are industry-typical ranges (approximate, Canada, 2023–2024 market context) you can reasonably expect — use them as ballpark figures to frame conversations during informational interviews.

Typical Canadian salary ranges (approximate, total compensation before bonus, 2023–2024 market estimates):

Entry-level Financial Analyst (bank, corporate finance): CAD 50,000–75,000
Investment/Research Analyst (buy-side/sell-side junior): CAD 60,000–95,000
Wealth Advisor / Associate (small to mid-firm): CAD 55,000–95,000
Senior Analyst / Associate (investment banking, asset management): CAD 85,000–140,000
Portfolio Manager / Senior PM (mid-career): CAD 120,000+ (bonuses can materially increase total comp)

Requirements (what employers commonly list):

Degree in finance, commerce, economics, or engineering; strong quant background helps.
Technical skills: advanced Excel (modelling, pivot tables), financial statement analysis, valuation (DCF, comps), familiarity with Bloomberg/Refinitiv desirable.
Certifications: CFA program progress is valued (many teams see CFA Level 1 as a strong signal). The informational interview source emphasizes preparing to demonstrate how CFA knowledge maps to real work.
Soft skills: communication, stakeholder management, clear written notes and concise slide preparation.

Day-to-day differences by role (high-level):

Corporate Finance / FP&A: budgeting, forecasting, variance analysis, internal reporting.
Investment Analyst (buy-side): financial modelling, building valuation decks, monitoring positions, writing research notes.
Wealth Management: client meetings, portfolio reviews, compliance/documentation, investment selection.
Investment Banking: pitchbooks, financial models for M&A or capital raises, long hours on deal execution.

Timeline notes: the source material highlights preparing after passing CFA Level 1 and mentions 2023 (CFA Institute survey) and a 2025-focused interview question list — use CFA progress as a medium-term strategy to increase market competitiveness.

The Reality Check (Pros / Cons — realistic outcomes)

Pros:

Fast intelligence: 20 minutes gives you inside information that resumes can’t convey.
Referral leverage: one good informational interview often leads to 1–2 introductions.
Skill signal: meeting people and asking informed technical questions demonstrates readiness beyond paper credentials (the source lists 180+ potential technical/behavioural questions — showing you can answer these in conversation helps).

Cons:

Low hit rate: many contacts won’t reply. Expect to need 8–12 outreaches to get 2–3 conversations.
Not a direct pipeline guarantee: an informational interview is rarely an immediate job; it’s a process that often takes weeks/months.
Time investment: preparation and follow-up are non-trivial but multiply success.

Realistic conversion expectations (rules of thumb):

Outreach -> Response: 20–40% (varies by mutual contact strength).
Informational interview -> referral to hiring manager: 10–30% (if you build rapport and ask for targeted referrals).
Referral -> interview: ~30–50% (if the referral includes a personal recommendation and you match the role).

Quick checklist before an informational interview

Research: 2–3 facts about the person/team/firm.
Prepare your 30-second pitch (practice twice).
Prepare 6 questions (use the Core questions above).
Have 1 short example of your technical work or a 60–90 second summary of a project.
Draft the follow-up thank-you and a one-line intro for potential referrals.

Conclusion — what to do now (exact next steps)

Choose 10 people to contact this week (mix of alumni, LinkedIn connections, and people at target firms).
Use the LinkedIn or warm email template above.
Book 2–3 informational interviews and follow the script exactly.
Execute the follow-up plan and ask for one specific referral per helpful contact.

Reminder from the research: prepare for technical and ethics questions — the CFA Level 1 interview resources compile 180+ questions and emphasize mapping theory to practice (use those topics to craft your 1–2 short examples to share in the interview). Consistent execution of this script and the follow-up cadence is what turns polite conversations into real introductions and, ultimately, interviews.

Good luck — treat each meeting as an investment. Track your results, iterate your pitch, and scale outreach from the channels that produce the best responses.