Great Hires Are Interviewed, Not Just Reviewed
Resumes tell you where someone has been. The right questions tell you how they think. After thousands of interviews, these are the five questions our consultants rely on when a client needs more than a skills match.
Tell me about a mess you inherited
Top performers light up here — they describe the chaos, what they fixed first and what they learned. Average candidates describe the mess and stop. Listen for ownership verbs: audited, rebuilt, documented, handed over clean.
What would your last manager ask you to change?
This tests coachability without asking about weaknesses directly. Strong answers name something specific and show progress. Vague answers — "nothing really" — are the answer.
- Ask for the story behind the skill, not the skill itself.
- Score answers on a shared rubric so interviewers compare fairly.
- Leave ten minutes for their questions — curiosity is data too.
Walk me through a disagreement with a coworker
You're screening for directness plus respect. The best candidates describe the tension honestly, explain their approach and credit the other person where it's due.
What does a great first 90 days look like?
Planners stand out immediately. Candidates who map learning, relationships and quick wins in the interview will do the same on the job.
Why this role, and why now?
Motivation predicts retention. Look for a thread connecting their past to your opening — not flattery, but fit. When the thread is missing, keep looking.
Want interview scorecards built for your open roles? Our consultants design them as part of every search — talk to us about your hire.