More Than Just Skills: How to Hire Smart and Build Strong Teams

Have you ever lost track of how many interviews you’ve conducted? I know I have. Hundreds? Maybe even over a thousand? At some point, you just stop counting.

This article stems from my latest experience with hiring, bringing up thoughts and lessons learned along the way…

I've assessed a diverse range of professionals—analysts, testers, developers (both frontend and backend), designers, managers, leads, technical writers, and even department heads. The variety is endless. But what never ceases to amaze me?

The Intent Behind Interview Questions

Some interview questions leave me perplexed. Once, I was asked about my daily routine. When I asked for clarification, they responded, "We want to understand how you manage your emails." The logic still escapes me.

And then, there are the truly inappropriate questions. A recruiter once asked why my spouse and I hadn’t had children yet. Beyond the sheer intrusion, the phrasing itself was unsettling. When I told them it was none of their concern, the recruiter seemed genuinely puzzled: "But it's a standard question—we need to estimate potential maternity leave plans."

Interview questions can range from insightful to absurd. But what truly matters is the intent behind them. When hiring, we’re not just checking off skillsets—we’re searching. Ideally, we are looking for:

• 🎯 People we connect with professionally.
• 🔍 Individuals who enhance the team's strengths.
• ⚖️ Colleagues who challenge perspectives constructively and expand our collective vision.

But this isn’t easy. Our brains naturally gravitate toward people who think like us. Yet, if everyone on a team shares identical viewpoints, creativity stagnates. The best solutions come from diverse perspectives.

Think of those 3D glasses from childhood—one lens red, the other blue. Only together do they create depth. That’s what we need in teams—a mix of perspectives to form a complete picture.

Key Aspects to Assess in an Interview

Hiring goes beyond hard and soft skills. Here are the essential elements to evaluate:

🛠️ Skills & Expertise: What is the candidate’s technical and professional proficiency?

🧠 Problem-Solving & Decision-Making: How do they approach challenges?

🤝 Collaboration: Can they work well within the existing team dynamics?

🚀 Value Addition: What unique qualities do they bring that could strengthen the team?

🔄 Constructive Opposition: Can they challenge ideas thoughtfully and productively?

That last point is particularly crucial. Avoiding "groupthink" is essential to maintaining innovation and adaptability.

4 Key Hiring Factors Often Overlooked

1️⃣ Decision-Making & Thought Process

The best way to assess this? Give candidates a problem to solve—particularly a system design challenge. This highlights how they structure problems, set priorities, and devise solutions.

However, if they’ve already gone through multiple technical rounds, I opt for a discussion instead:

Example questions:

• "Tell me about a solution you designed that you're particularly proud of."
• "What was your thought process behind that decision?"
• "In hindsight, would you have done anything differently?"

These insights provide more than just an evaluation of logic—they showcase what the candidate values most in their work.

2️⃣ Value Alignment & Team Fit

Compatibility isn’t just about personality—it’s about shared values. If a candidate’s core principles align with the company’s, collaboration is much smoother.

To gauge this, I ask:

• "What matters most to you in a job?"
• "How do you choose between two similar job offers?"
• "What do you look for in a company culture?"

These answers spark deeper discussions about motivation and work philosophy.

3️⃣ Unique Contributions to the Team

Every new hire should fill a gap—not just occupy a role. To assess this, first determine what your team lacks. Is it a technical skill? A leadership trait? A fresh perspective?

Having a starmap of your team’s strengths and weaknesses makes identifying these gaps easier.

4️⃣ Constructive Opposition & Debate

A great team isn’t an echo chamber. Employees should be able to question decisions and defend their viewpoints—without conflict.

Example discussion:

• "If you were designing a fintech system, would you choose a monolithic, service-based, or microservices architecture? Why?"
• "What if I, as a stakeholder, insisted on a monolith? How would you respond?"

What I observe:

• 📢 Can they articulate their stance calmly?
• 🔄 Are they open to alternative approaches?
• 🚦 Do they retreat into silence or become overly defensive?

Some candidates immediately back down: "You're the client, so we’ll do what you say." 🚨 Red flag—such individuals may not advocate for the best solutions when it matters most.

That said, I oppose "stress interviews." The goal isn’t to corner candidates but to see how they navigate professional discussions and differing opinions.

Final Thoughts

Interviews aren’t just about ticking boxes—they’re about finding the right people.

Instead of generic scripts, focus on meaningful questions tailored to your team’s needs. And remember: hiring is a two-way evaluation—candidates are assessing you, too!

The best hires aren’t those who "fit in" but those who enhance and challenge the team for the better.

Wishing you insightful interviews and great hires! 🚀