To understand a candidate's true drivers, ask them to walk through every major career decision they've made, from college choice to job changes. This narrative reveals patterns and motivations—such as status-chasing, financial incentives, or problem-solving focus—far more effectively than direct questions.

In a rapidly changing environment, adaptability ('malleability') is key. To get past rehearsed answers about work projects, ask candidates to describe personal changes they've made in their own lives. This reveals their genuine capacity for self-reflection and adaptation.

When questioned about a varied resume, don't be defensive. Honestly state that you are curious and searching for a role that truly fulfills you. This reframes a potential negative into a positive trait and acts as a cultural filter—you don't want to work for a company that penalizes curiosity anyway.

When interviewing, SmithRx CEO Jake Friends asks candidates to tell a story about "why"—personal or professional. He looks for their ability to articulate the contemplated pieces and inputs to their decisions, and to be precise and proud of their narrative. This reveals depth of thought beyond a resume summary.

Instead of focusing on ATS optimization, a resume should be a narrative that answers: 1) Where do you work? 2) What's the product? 3) Why were you hired (to solve a problem or realize an opportunity)? and 4) What did you achieve? This framework provides the context hiring managers actually need.

Don't start an interview on the back foot by reciting your resume. Immediately reframe the conversation by asking what about your background excited them. This forces them to reveal their needs and shifts the dynamic to a consultation, not an interrogation.

Ditch standard FANG interview questions. Instead, ask candidates to describe a messy but valuable project they shipped. The best candidates will tell an authentic, automatic story with personal anecdotes. Their fluency and detail reveal true experience, whereas hesitation or generic answers expose a lack of depth.

A candidate can claim they want growth, but their resume tells the real story. Scrutinize *why* they moved between specific companies. A move for a bigger salary versus a move to work under a renowned leader reveals their actual priorities far more accurately than their interview answers.

To assess a candidate's true character and values, move beyond standard interview questions. Use unexpected, personal prompts like "What's something your parents taught you?" or "What was your first job?" These questions reveal foundational lessons, resilience, and personal drive, which are hard to gauge otherwise.