Prioritizing a candidate's skills ('capacity') over their fit with the team ('chemistry') is a mistake. To scale culture successfully, focus on hiring people who will get along with their colleagues. The ability to collaborate and integrate is more critical for long-term success than a perfect resume.

To hire for traits over background, Mark Kosaglo suggests testing for coachability directly. Run a skill-based roleplay (e.g., discovery), provide specific feedback, and then run the exact same roleplay again. The key is to see if the candidate can actually implement the coaching, not just if they are open to receiving it.

The purpose of quirky interview questions has evolved. Beyond just assessing personality, questions about non-work achievements or hypothetical scenarios are now used to jolt candidates out of scripted answers and expose those relying on mid-interview AI prompts for assistance.

Chipotle CBO Chris Brandt filters candidates based on a simple, visceral question: 'Would you be willing to walk into a conference room with them at 5 PM on a Friday?' This test prioritizes collaborative spirit and cultural fit over pure skill, ensuring new hires won't disrupt team dynamics, even if they look good on paper.

Hiring for "cultural fit" can lead to homogenous teams and groupthink. Instead, leaders should seek a "cultural complement"—candidates who align with core values but bring different perspectives and experiences, creating a richer and more innovative team alchemy.

At Menlo, peer-driven promotion decisions hinge on a crucial question: "Does the rest of the team perform better when you are part of that project?" This evaluates an individual's value based on their ability to elevate others, prioritizing team amplification over solitary excellence.

For roles where you hire for personality and train skills from scratch (like HVAC techs), traditional recruiting is inefficient. Use local ads to generate high volume and group interviews to quickly triage candidates and identify the right cultural fit before moving to one-on-ones.

Ineffective interviews try to catch candidates failing. A better approach models a collaborative rally: see how they handle challenging questions and if they can return the ball effectively. The goal is to simulate real-world problem-solving, not just grill them under pressure.

To gauge a partner manager candidate's empathy, ask for an example of a proud accomplishment. Candidates who frame success in terms of helping their partner achieve a goal, rather than just hitting their own targets, demonstrate the genuine care required for true partnership. This reveals their core motivations more effectively than direct questions.