To get past a founder's polished pitch, ask about their core motivations (like ambition) multiple times throughout the diligence process, using different phrasing. This repeated, layered approach can reveal inconsistencies and expose their genuine life goals versus what they think investors want to hear.

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.

Asking a candidate when they first encountered the brand can reveal whether they are a true customer and believe in the mission. This question invites a conversation that helps suss out their level of preparation, empathy for the customer, and genuine interest beyond just seeking a job.

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.

The simple question "What motivates you?" can be a powerful filter. A Forterra leader was once told by a banking vice chairman that being motivated by "team mission" over money would make for a difficult finance career. This advice proved correct and became his favorite question to uncover a candidate's core intrinsic drivers.

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.

Instead of standard behavioral questions, Endra's CEO asks candidates to share their life story, from childhood to the present. This narrative approach reveals a person's trajectory, resilience, and underlying motivations in a way that screening for specific skills cannot, allowing for a deeper character assessment.

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.

Instead of generic interview questions, ask what truly motivates a candidate and what they'd do for a hobby if money weren't an issue. The way they describe these passions reveals their energy, personality, and core drivers far more effectively than rehearsed answers about work experience.