Talent Acquisition and People Strategy: Insights&Advise

What Founders Should Really Ask in Interviews

🎙️ 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.
👉 Related: The 5 Interview Red Flags That Kill Your Chances

🧠 What You Should Be Screening For

Skip the fluff. You want to understand:
What to Uncover
Why It Matters
⚙️ How they make decisions
You’re hiring someone who’ll face uncertainty daily.
📚 How they learn
Startups change fast — can they grow with you?
💬 How they communicate
Especially if they’ll lead others or shape customer experience.
🧭 What motivates them
You’re selling a mission, not just a role.
🧠 How they solve problems
Execution matters more than big ideas.

🔍 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.
👉 Also Read: Hiring in a Post-Resume World

🎯 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.
👉 Explore: Mastering A-Player Talent Acquisition

💡 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.

🔗 Related Reading

Talent Acquisition