Here’s a free playbook for hiring managers. Find detailed guides, interview plans, scorecards, and checklists to help you hire your next all-star. Don’t forget to personalize it according to the role you’re hiring for!
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Job title: <<Insert job title here>>
Target start date:
Technical skills: [examples: copywriting, project management]
Attributes: [examples: entrepreneurial, thrives in ambiguity, resourceful, collaborative with senior management, takes initiative, growth mindset, external vendor management]
Future skills: [examples: no-code development, UI/UX design, front-end web development, SEO, product marketing, demand generation, content marketing, full-funnel CRO, product management]
What to assess
Competencies - Competencies are a mix of observable and measurable behaviors and skills that contribute to workplace effectiveness and career success.
- Manages complexity - Balances stakeholders - Is tech savvy - Cultivates innovation - Leads with action - Is resourceful - Optimizes work processes - Drives results - Communicates effectively - Demonstrates self awareness - Prioritizes self development - Manages ambiguity - Adapts to situations - Drives vision and purpose
Attributes - Attributes are generally understood as specific behaviors learned through external experiences. Attributes can be strong predictors of how someone will respond in a given situation.
- Carries a growth mindset - Is comfortable with ambiguity - Responds well to failure/rejection - Is entrepreneurial natured - Is mission driven
Qualifications - Qualifications are easily verifiable experiences or accomplishments.
- Training - Portfolio - Side projects - Education - Certification
Values Interview - To determine whether or not the candidate would thrive in our culture - not about whether they fit a specific mould Would they struggle with the way we do things? Would they add a new perspective or skill that makes us better? Do display the values that are important to the company?
- Global perspective - Technological innovation - Life and work values - Ethics
This defines the scorecard in Greenhouse (or your ATS).
Interviewer(s) involved in each interview round
Competencies and attributes to assess in each round
Example interview questions
- Drives vision and purpose
“Why are you interested in this position?”
Async interview (if not doing an initial screen)
- Communicates effectively - Is mission-driven - Demonstrates self awareness - Is resourceful
“Describe a time when the local approach to business proved more effective than the company's typical approach.” ”Describe a time someone asked you for help to figure out resources for a project”
Peer panel interview
- Is tech savvy - Balances stakeholders - Drives results - Prioritizes self development - Carries a growth mindset - Collaborates well cross-functionally and with leadership - Responds well to failure/rejection - Communicates effectively
“Describe a time when picking up new technology worked really well for you.” ”Describe a time when you could have worked with external stakeholders better” ”Tell me about a time you had to shut off a person in the audience or during a meeting who was talking too much or asking too many questions”
Trial project (include a link to case study)
- Optimizes work processes - Manages complexity - Adapts to situations
“Tell me how you analyze information and options to solve a persistent problem. Give an example.”
- Manages ambiguity - Is entrepreneurial-natured - Leads with action - Cultivates innovation - Builds Effective Teams
“Give an example of how your work habits changed when you didn't know exactly what to do.” ”Describe a time you led a cross functional team”