My first hire was a guy from a networking group who had a camera and was willing to work a couple days a week. No interview. No process. I knew him, he had the skill, and that felt like enough.
He quit after a year. He told me he never knew what he was supposed to be doing. That was partly a role clarity problem — but it started in the hiring process, because I had never asked the right questions to find out if he was the right fit.
My early hires were all built on skill. Could they shoot? Did their portfolio look good? That was the bar. Then I started running into problems that had nothing to do with skill — work ethic, reliability, ethics, attitude under pressure. The best people I ever hired weren't the ones who knew the most. They were the ones motivated to work and hungry to learn. Skill can be taught. Character can't.
A two-round scorecard that separates screening from depth. Round 1 filters for fit, reliability, and mindset. Round 2 goes deeper on character, judgment, and how people handle real situations.
Run every candidate through Round 1 before investing time in Round 2. Score consistently so you can compare candidates fairly. The goal isn't to find someone perfect — it's to find someone who fits.
💡 Thinking Prompt: What traits has your best hire shown that your job posting doesn't ask for?
Candidate Name: ___
Role Applied For: ___
Interview Date: ___