Better hiring starts with better questions—not better resumes. These 15 questions help you move past surface-level qualifications to understand what actually matters: the problems someone will solve in 90 days, the thinking patterns that predict success, and who you’d rehire regardless of credentials. Use them in hiring manager intake sessions to align on what “exceptional” really looks like and avoid the costly mistakes that come from optimizing for the wrong signals.

Start with the problem, not the profile.

What problem will they solve in their first 90 days?
What does “exceptional” performance look like in 6 months?
Where have past hires failed, and why?

Score thinking, not resumes.

What signal are we actually looking for this role?
If we couldn’t use a resume, how would we spot someone with the right judgment or learning agility?
When someone thrives here, what kind of decisions or thinking patterns do they consistently show?

Look beyond CVs; Start with who you’d rehire.

Who’s someone you’ve worked with that you’d rehire, even if they don’t tick all the boxes? Why?
What made them effective under pressure?
Who in your network is overlooked, but worth speaking to?

What does a no-regret hire really look like?

If someone meets 60% of the spec but crushes the assessment, are we moving forward?
Are we optimising for alignment, potential, or past performance?
What would a no-regrets hire feel like?

Hire for contributions, not fit.

What perspective / experience is missing from the team today?
Which value is hardest to uphold?
If someone respectfully challenges the way we work, what would that signal to you?