The interviews we actually run

First, a decision. We describe a situation the role will genuinely face and ask the candidate to think it through out loud. We are trying to see how they reason, not what they can recall.

Second, a work sample. A short memo written overnight, or a live working session. Something concrete that we can compare across candidates.

Third, the failure conversation. What went wrong while they were responsible, what they did about it, and what they would do differently now.

Fourth, references, including the one they would rather we did not call.

Fifth, the close: compensation, start date and a first-90-days plan, all agreed in writing before anyone signs.