Senior leaders now value candidates who ask excellent questions and are eager to solve problems over those who act like they know everything. This represents a significant shift from valuing 'knowers' to valuing 'learners' in the workplace.

Seek Labs prioritizes cultural fit ruthlessly. After skills-based interviews, CEO Jared Bauer asks every candidate the same four questions about their worldview. A perfect resume is irrelevant if they fail this final test, ensuring alignment with the company's core principles.

Use the maxim, "How someone does anything tells you how they do everything." Assess a candidate's preparation for the interview itself. Their research, note-taking, and follow-up are direct predictors of their future diligence and performance in the role.

In a complex field like ad tech, curiosity is as critical as experience. Interviewers should assess this by seeing if candidates drive the conversation with insightful questions. A lack of curiosity is a major red flag, suggesting they won't thrive in a dynamic environment.

To assess critical thinking, send C-level candidates your board deck under NDA before the interview. Use the conversation to gauge their feedback. A candidate who only offers praise is a red flag; the best candidates will challenge your thinking and provide constructive criticism.

Asking candidates to describe themselves metaphorically (as a drink or spice) bypasses rehearsed answers. This forces authentic self-reflection, revealing deeper personality traits, personal history, and character far more effectively than standard interview questions.

For leadership roles, the interview itself is a critical test. If the candidate isn't teaching you something new about their function, it's a red flag. A true leader should bring expertise that elevates your understanding. If you have to teach them, they will consume your time rather than create leverage.

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.

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.