Great hiring isn’t about gimmicks. It’s about clarity.
Resumes tell you very little. What I want to know is how someone thinks, how they solve problems, how they communicate under pressure and whether they share my values.
In this video, I walk through the five questions I use to find out. They aren’t trick questions. The answers show you how a person will operate inside your business. And their habits become your culture, whether you’re hiring an executive assistant, a fractional CMO or an ops lead.
The 5 Questions
1. What do they do when everything feels like a priority?
2. Have they ever solved a problem before their boss even noticed it?
3. What kind of leadership actually helps them do their best work?
4. How do they respond when no one’s giving direction, but the pressure is still on?
5. What value will they speak up for, even when it’s uncomfortable?
What the Answers Reveal
Listen to the stories behind the answers. They show you how someone thinks, what they care about, how they handle chaos, and whether they move work forward or wait to be told what to do.
Hiring takes time. Fixing the wrong hire takes more.
What to Look for in Every Interview
- How candidates think under pressure
- Real examples of ownership, not hypotheticals
- Alignment with your leadership style
- Comfort with ambiguity
- Values that fit, or clash with, your culture
Hiring an assistant? Once you’ve found the right person, set them up to succeed with What an Executive Assistant Should Own by 30, 60 and 90 Days.
Bonus Resource
In the video description, you’ll find my Delegate to Elevate Guide. It covers what to offload, who to trust and how to protect your time without losing visibility.
Hire for Trust, Not Just Talent
Watch the video, steal these questions and use them in your next interview.
Want to skip the search? BELAY matches leaders with vetted, U.S.-based Executive Assistants, and if the fit isn’t right, we rematch you at no additional cost.
.png)
.png)