More Than Surface-Level
Hiring top talent isn’t about luck, it’s about preparation, precision, and asking the right questions. If you want high-performing, high-character teammates, the interview is your proving ground. It’s the place where you move beyond surface-level answers and start assessing real fit.
Too often, hiring managers default to generic questions “What are your strengths?” or “What’s your biggest weakness?”and unsurprisingly, they get generic answers in return. The problem with a decent hire vs an excellent one is that decent hires tend to require more work later. You end up spending valuable time coaching around mismatches instead of building momentum. If you want someone who can contribute meaningfully, you have to ask questions that cut deeper.
Ground the Conversation In Reality:
For example:
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Ask about actual challenges your team is facing today
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Let the interview function like a working session
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Observe how the candidate thinks, where they engage confidently, and where they pause
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Push them to the edge of their knowledge and assess how they respond
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Watch for humility, curiosity, and alignment with your team’s values
Specific questions unlock specific insights, and those insights are what separate the average from the exceptional.
Of course, technical ability matters, but character shows in difficult situations. Elon Musk once said one of his biggest hiring lessons was to prioritize character above all. Values drive consistency, resilience, and trust more than skill alone. So how do you screen for that?
Use the “Big Three” to Level-Up Your Hiring:
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Your Network: Ask around. Post the opportunity publicly. Tap into referrals. The best candidates often live just one trusted connection away.
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Pre-Screen Calls: Keep them informal. Ask why they want the role. Throw in a curveball. You’re listening for authenticity and clarity—not polish.
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References: Don’t skip them. The right reference can validate (or challenge) what no resume or interview will ever reveal.
Ultimately, your team deserves teammates who raise the bar. That means slowing down to hire with intention. Take the time to ask sharper questions, dig deeper, and look for people you’re genuinely excited to work with.
The Bottom Line:
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Great hires start with better questions
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Character > Credentials
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Hard now. Easy later.
Ask the questions that dig deeper, use your network and put in the work up-front so you can watch your team scale which each new hire.