🎙️ What Founders Should Really Ask in Interviews
You’re not just hiring a skillset — you’re hiring judgment, motivation, and mindset.
But most startup interviews miss the mark. Either they default to casual chats or overcorrect with a stiff, HR-style script. Both lead to bland answers and bad signals.
This post shows you what to ask instead — and why the right questions can change the trajectory of your next hire.
❌ Why Most Interviews Don’t Work
Startup founders often:
- Ask vague, open-ended questions (“Tell me about yourself…”)
- Over-focus on CV highlights or technical depth
- Forget that how a candidate thinks matters as much as what they’ve done
The result? You hire a resume, not a mindset.
🧠 What You Should Be Screening For
Skip the fluff. You want to understand:
🔍 7 Interview Questions That Actually Work
Try these instead of the usual “walk me through your CV”:
1. “Tell me about a time you were wrong — and how you found out.”
Why it works: Tests humility, curiosity, and learning mindset.
2. “What’s a decision you made with incomplete information?”
Why it works: Shows judgment under uncertainty (a daily startup reality).
3. “What do you want to be better at in 6 months?”
Why it works: Reveals intrinsic motivation and self-awareness.
4. “What’s the last thing you built, fixed, or improved?”
Why it works: Spots ownership and maker mindset.
5. “How do you decide what’s ‘good enough’ to ship?”
Why it works: Evaluates product thinking and bias for action.
6. “Who’s the best manager or teammate you’ve worked with — and why?”
Why it works: Surfaces what they value in leadership and culture.
7. “What would make you say no to this job?”
Why it works: Gets real. Surfaces misalignments early.
🎯 Bonus: Growth Mindset Indicators
When they answer your questions, listen for signs of:
- Curiosity > Certainty
- Learning > Blame
- Accountability > Ego
If you hear “I asked for feedback,” “I tried again,” or “We iterated,” you’re likely talking to someone who can scale with your startup.
💡 Final Thought
You don’t need to be a professional interviewer to make great hires.
You just need to ask real questions — the kind that uncover how someone thinks, grows, and contributes under pressure.
And then… listen closely.