I recommend asking candidates about their interests during interviews to gauge their passion and ensure they align with the company's mission.

A candidate's motivation and depth of thinking can be assessed during interviews, which is crucial for hiring decisions.

When hiring for a role outside your expertise, ask candidates to explain their answers to gauge their understanding and communication skills.

We use a career trajectory interview process to allow candidates to share their career stories, which helps us understand their growth and fit for our company.

You have to imagine the potential future organization that a candidate will help build, not just whether you want to hire them now.

I used to ask candidates if they would take the job if they had only ten years left to live, to gauge their passion for the work.

When deciding whether to start a startup, I ask myself where I perform best and where I feel organically motivated, reflecting on my life experiences to identify those situations. You need to be honest with yourself about when you truly kick into high gear, as this can help you determine your career path.

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

Asking easier interview questions can be more predictive of a candidate's success than harder questions, as it reveals both the correctness of the answer and the candidate's problem-solving process.