Mario Harik

Are they somebody who would love their employees and their teammates and the company and the customers and the shareholders?

Are they somebody who has, again, who's gonna raise the vibe of the team or somebody who's gonna take away from that?

And usually, whether it's being collegial, whether it's being humble and having a thirst for knowledge, all of these fall in that category of the personal side and how they will fit with the rest of the team.

So when I interview people, I test for all of these pieces.

So let's say you're interviewing somebody who oversees sales.

I usually go very deep in my interviews.

So I don't just ask them, well, how have you grown revenue at your last company?

I ask them questions of how did you structure your sales force?

How did you manage leads?

How did you manage your pipeline?

How do you convert your pipeline?

How do you manage revenue utilization?

So I go deeper, much deeper.

How did you manage account plans?

And if somebody's not doing it, what were your targets for face-to-face meetings for your sellers per day?

A lot of these, when you start double and triple clicking, you get a much different perspective about

how all in was a person in their subject matter.

And the deeper you go, the more you actually get a really good perspective, not only asking the headline question, but double clicking and triple clicking and quadruple clicking, because now you can actually get, yep, this person was fully in command and had that area locked tight in terms of that understanding of it.

In terms of testing for seriousness or dedication or hard work, that's a bit harder to do.

But I also ask a lot of questions around how they looked at their work and how they think about their personal life versus their work life.