The quality of a candidate's thinking should be evaluated through the questions they ask during the interview process.

To assess a candidate's career motivations, simply ask them about their past decisions and what they hope to achieve in their next role.

During interviews, I focus on how applicants respond to questions rather than the technical details, which allows me to gauge their character.

The skill that interviews can most easily measure is the ability to think through small problems quickly, but the ability to solve large, complex problems well over time is what you need in an employee.

When hiring, the most important question is not just whether a candidate can do the job, but how they will improve the performance of other team members through their questioning and thinking.

It's important to consider the candidate experience during interviews, as a positive experience increases the likelihood of accepting an offer and improves performance.

Interviewing is a skill that requires training; it's important to develop a structured approach to evaluate candidates effectively.

I focus on motivation fit in the early stages of hiring, as it is key to making the best hires and avoiding the worst ones.

It's crucial to reference candidates with people who have worked with them to gain insights into their work style and effectiveness.