If you’re a hiring manager, this is the perfect time to check in and rededicate yourself to running an even better process, whether that’s by doubling down on your existing approach or trying out new hiring tactics that break the mold. In particular, there’s an opportunity to reconsider the very qualities you’re hunting for.
Over the years, we’ve interviewed hundreds of startup leaders, collecting their go-to interview questions along the way. In the past, we’ve shared several interview question sets you can lean on. But we thought you might appreciate a curated compilation that’s tailored around those attributes you may be overlooking in your hiring process.
That’s why we set out to collect the answers to these questions: What are those underrated traits that you should be looking for in hiring — especially in the early-stage startup context? And how do you unearth these unsung attributes in the interview process?
We hope this roundup from our archives surfaces fresh perspectives and steal-worthy interview questions that you can add to your own rotation. From how a candidate approaches leading teams, to their motivations, unique habits, and the particulars of their operating style, this collection highlights the qualities that should be on your hiring checklist — and the interview tactics that will help you figure out if a candidate has them in spades. Some tips are function-specific, others are targeted to candidates for leadership or individual contributor roles, but many apply across the board. Let’s dive right in.
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