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1
Screening Interview
Purpose: Quickly determine if the candidate is worth a deeper interview. Keep it to 15-20 minutes. Focus on career highlights and fit basics.
What are your career goals?
What are you really good at professionally?
What are you not good at or not interested in doing professionally?
Who were your last five bosses, and how will they each rate your performance on a 1-10 scale?
Green Flags
Specific metrics, progressive responsibility, high self-awareness, willingness to provide referencesRed Flags
Vague answers, blaming others, no measurable results, reluctance to discuss bossesSection Rating
2
WHO Interview — Career History
Purpose: Walk through the candidate's career chronologically, job by job. This is the core of the WHO Method. Past behavior is the best predictor of future performance. Spend 30-45 minutes here.
"I'd like to walk through your career chronologically. For each role I'll ask about responsibilities, results, and lessons learned."
"I'd like to walk through your career chronologically. For each role I'll ask about responsibilities, results, and lessons learned."
Repeat these questions for EACH previous role:
What were you hired to do in that role?
What were your most important accomplishments?
What measurable results did you deliver?
What were the low points or biggest failures?
Who were the people you worked with? (Boss, team, peers)
What would your boss say were your strengths and weaknesses?
Why did you leave that job?
Green Flags
Specific metrics, takes ownership of failures, progressive career growth, positive boss relationships, clear reasons for transitionsRed Flags
Vague results, blames others, short tenures without good reasons, inconsistent performance, poor boss relationships, hides behind team resultsSection Rating
3
Focused Interview — Competencies
Purpose: Dive deep into specific competencies required for the role. Match these to your Scorecard outcomes and competencies. 20-30 minutes.
Tell me about a time you had to lead a difficult team.
Describe a goal you set and how you achieved it.
Describe a complex problem you solved.
Tell me about a commitment you failed to meet.
Tell me about a time you designed a growth or transformation strategy.
How do you communicate with executives, teams, and clients differently?
Section Rating
4
Cultural Fit & Motivation
Purpose: Determine if the candidate will thrive in your organization's culture. An A-Player in one environment can be a B-Player in another. 10-15 minutes.
What type of manager do you work best with?
What type of company culture helps you perform at your best?
What motivates you most in your work?
If I called your former boss today, what would they say are your biggest strengths and weaknesses?
Section Rating
5
Scorecard — Role Definition
Purpose: The Scorecard is the foundation of the WHO Method. Complete this BEFORE the interview to define what success looks like. The scorecard is 80% of the method.
Why does this role exist? (One sentence)
5-8 measurable results expected (must be objective, time-bound, results not activities)
5-8 skills and behaviors required
Cultural fit requirements
6
Reference Check Preparation (TORC)
TORC = Threat of Reference Check. Ask the candidate to arrange calls with former bosses. Use these questions when speaking with references.
"We'd like to speak with several of your previous managers. Would you help arrange that?"
"We'd like to speak with several of your previous managers. Would you help arrange that?"
What were they hired to accomplish?
What did they actually achieve?
What are their biggest strengths?
What would you change or improve about them?
On a scale of 1-10, how strong was this person compared to others you've managed?
Would you enthusiastically hire this person again?
7
Red Flags Checklist (10 Warning Signs)
10 Red Flags from the WHO Method. Check any that you observed during the interview. The more flags checked, the higher the risk.
AI Candidate Analysis
Powered by the WHO Method framework