💡 Tips: When answering these questions, think about next steps and the sourcing strategy in particular (where and how to find great candidates).

1 - Set the context and objectives

Why do we need to hire this person, which problem are we trying to solve with this new hire?
If this is the right person, what her 90 first days will look like / her first 6 months, first year?
18 months from now, what would it be like for the candidate to be successful within the organization?
And even more importantly, if they were struggling, how would you define that and what would it look like? Why?
Which business outcome should we expect (Revenue increase, more users, fast product shipping, better NPS...)?
What is the deadline?

2 - Define your ideal candidate - build your persona

What a superstar looks like, which knowledge should she have (coding language, specific tools, marketing technics etc…), which traits (action-oriented…), and qualifications (degrees, certificates, experiences...)?
If we are hiring in a replacement for someone who left, why did this person leave? To avoid making the same mistake and have someone leaving for the same reasons.
Do we need someone who can achieve results in a leadership position?
Do we need to have an executive-level presence with a strategic thought process to boot?
Do we need a team player? Or are we ok with a lone wolf?
Do we need this person to come into the office? Or can they work from home?
Where do they hang out, what are their favorite websites / forums / blogs / Slacks...

Ask to talk to a rock star talent already working in this position, in a different company, and asks her: