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Hey, Justin here, and welcome to Just Go Grind, a newsletter sharing the lessons, tactics, and stories of world-class founders! Today we have a guest post from the team at Athyna. Unlock full access to premium content by becoming a paid subscriber.
Behind the Grind Questions
The first edition of our new Behind the Grind series went live this week with TJ Taylor of Hobart Ventures.
Coming up, we’ll have:
Marlon Nichols, Founding Managing Partner at MaC Venture Capital
Danielle Strachman, Founder and General Partner at 1517 and former Program Director for the Thiel Fellowship
Mike MacCombie, Pre-Seed Investor and Prolific Community Builder
Matt Brown, Vice President at Headline
Premium subscribers can submit questions for any of our upcoming guests by simply replying to this email.
Got questions? Send them over!
Ace Your Next Hire: Interview Questions Inspired by Top Companies
Today we’re exploring how structured interview questions can help you build world-class teams, inspired by practices from some of the most successful companies.
Hiring top talent isn’t just about finding the right skills—it’s about discovering professionals who align with your company’s culture, and future. And with competition heating up, asking the right questions has never been more important.
Why Structured Interviews Are a Game-Changer
Structured interviews are becoming essential in today’s hiring landscape. They are more predictive of job performance and help eliminate bias while ensuring consistency in evaluating candidates.
For example, companies like Google, Meta, and Amazon emphasize structured interview questions to evaluate critical skills, cultural fit, and problem-solving capabilities. Here are six real-world examples of questions used by these tech giants to identify top talent:
Describe a time when the data and the results of a project were completely different than your expectations—and how did you react to this? (Amazon)
How would you take a product or service to market? (Meta)
Describe a time when you disagreed with a leader’s decision—and how did you handle it? (Apple)
How do you prioritize work and communicate that prioritization across organizations? (Meta)
Where have you tried to drive change and failed—and what would you have done differently? (Google)
Give me an example of a time when you led a large program or initiative, without direct authority. (Microsoft)
Key Interview Questions Inspired by Top Companies
Here are some practical interview questions inspired by companies leading the way in hiring best practices:
Driving Revenue Growth
Question: “What’s one strategy you implemented that significantly increased revenue?”
Purpose: Assess their ability to plan and execute initiatives with tangible results.
Example: At HubSpot, candidates are evaluated on their ability to deliver measurable growth within the first six months of hire.
Adapting to Rapid Changes
Question: “How did you pivot your strategy during a sudden market shift?”
Purpose: Understand their agility in dynamic environments, a crucial skill for roles in growing companies.
Remote Team Leadership
Question: “Describe a time you led a remote team across multiple time zones. How did you ensure collaboration and accountability?”
Purpose: Evaluate their ability to succeed in remote-first environments—a critical factor, with 62% of workers worldwide preferring remote roles.
Cultural Fit and Values
Question: “What excites you about our mission, and how do you see yourself contributing to our culture?”
Purpose: Ensure the candidate aligns with your company’s core values. 82% of employees say culture is a key factor in deciding whether to accept a job offer.
Tech Proficiency and Innovation
Question: “Can you share an example of how you used emerging technologies to solve a problem or improve a process?”
Purpose: This question evaluates their ability to stay ahead of trends and innovate.
Source: Growth Institute.
Problem-Solving in Crisis
Question: “Tell me about a time when you encountered an unexpected challenge. How did you handle it, and what was the outcome?”
Purpose: Assess their ability to think on their feet and remain solution-focused under pressure.
Team Collaboration Across Departments
Question: “How have you worked with other departments, like sales and product teams, to achieve a shared goal?”
Purpose: Evaluate their ability to collaborate across functions—a must-have in many roles today.
Long-Term Vision and Strategy
Question: “Where do you see yourself adding the most value in your first 90 days, and what’s your long-term vision for this role?”
Purpose: Gauge how prepared they are to make an immediate impact while thinking strategically about their future contributions.
Handling Feedback and Continuous Improvement
Question: “Can you share a time when you received constructive feedback? How did you respond, and what changes did you make?”
Purpose: Evaluate their receptiveness to feedback and commitment to personal and professional growth.
Global Experience and Perspective
Question: “Have you worked with teams across different countries or cultures? How did you navigate time zone differences and communication challenges?”
Purpose: Assess their ability to thrive in a globalized work environment—a growing requirement for many companies.
Metrics and Success Evaluation
Question: “What key performance indicators (KPIs) do you track to evaluate your success, and how do you ensure they’re met?”
Purpose: Understand their focus on measurable outcomes and their approach to maintaining accountability.
Client and Stakeholder Management
Question: “How have you handled conflicting priorities or expectations from stakeholders or clients in the past?”
Purpose: Gauge their ability to manage relationships and expectations effectively.
The Importance of Data in Recruitment
With the rise of HR tech tools, data has become an invaluable asset in hiring. According to a report by IBM, 82% of companies are expected to rely on data analytics to inform their hiring decisions by 2025.
How You Can Apply Data:
Identify Top Performers: Use AI-driven analytics to predict which candidates are most likely to excel in their roles.
Refine Job Descriptions: Benchmark compensation and skill requirements against competitors to attract the best talent.
Athyna: Simplifying Global Recruitment
At Athyna, hiring the right talent is made simple. By leveraging an AI-driven matching system and a global network of top professionals, Athyna ensures every hire aligns with your business goals. Whether you’re looking for a product designer in Argentina or a sales lead in the Philippines, Athyna delivers vetted, high-quality talent in 5 days or less.
Why limit yourself to local candidates? Global talent pools are transforming how companies hire:
Latin America: Known for its booming tech hubs, LATAM offers top-tier talent at up to 70% lower costs compared to the U.S.
Southeast Asia: With a strong emphasis on engineering, design, and customer support, SEA is home to highly adaptable professionals who thrive in international teams.
Companies like Athyna are leveraging these talent-rich regions, tapping into professionals who bring a mix of technical expertise, cost efficiency, and diverse perspectives.
Final Thoughts
Interviews are more than just a step in the hiring process—they’re an opportunity to uncover unique individuals who will drive your company forward. By adopting structured frameworks, embracing global talent, and leveraging data, you can confidently build a team that’s not just skilled but unstoppable.
If you’re hiring and would like to get matched with top-notch global talent, reach out to Athyna!
📚 Recent Founder Deep Dives
In the past two years, I’ve written dozens of deep dives on world-class founders, sharing how they built their companies. These typically take 20-30 hours to research and write. The most recent ones are below:
What did you think of today's newsletter? |
Best,
Justin
Founder of Just Go Grind
P.S. Hiring? Check out the team at Athyna
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