Mario Harik

I find the best professionals, you don't have a distinction between the two to a certain extent.

Work is part of life the same way that life is part of work.

So effectively, it's a circle.

You do these things in a very interchangeable way, whether you're spending your time with your family or you're spending time at work.

All of these are very intertwined in how a person lives their life.

So I get to see how they perceive work, how they look at actually work as a part of life.

And then I always apply the airport test after spending an hour or a few hours with a person.

If I get stuck with that person in an airport, am I going to enjoy that time?

Or do they bring the vibe up that I felt uplifted after that interview or that I felt...

Emotionally down.

But that's the structure of the interview.

And for some of the roles, by the way, I go also around intellectual questions to be able to test their intellect, how smart they are.

But then after all of that is done, I also get, before I actually do my interviews, about a 50-page document on a person based on the notes of every single person who interviewed them.

And I usually take subjectivity out of it and I look at every area that somebody has identified as potentially being an issue and I very objectively assess it.

And a lot of times what people have identified as potential areas of issues end up being the reason why somebody fails at work.

So I look at these and then in my interviews, I try to double click on those areas as well to make sure that they don't have a, that person has a shortcoming that could detract from being able to create value or raise the vibe of the team.

Wait a second, what would be an example of that?

For example, they don't go deep enough into their area of expertise.

An example could be how they manage their team members.

An example could be that they were effectively being very critical of the people that they worked with over a long period of time.