How to Spot a Great Manager in 30 Minutes or Less
Hiring the right manager can make or break a team. Great managers don’t just keep projects on track, they inspire performance, build trust, and shape company culture from the ground up. But how do you spot that kind of leadership in a single interview?
The key is to focus less on surface-level experience and more on the traits that predict long-term success. With the right questions, you can uncover whether someone has the mindset, emotional intelligence, and adaptability to lead—not just manage.
Here’s how to make the most of those first 30 minutes.
1. Start with Self-Awareness
Strong managers know their own strengths and blind spots—and they’re not afraid to talk about them. Kick off the interview with open-ended questions like:
“What feedback have you received that helped you grow as a leader?”
“How would your team describe your management style?”
Look for candidates who reflect with humility and clarity, not defensiveness or fluff.
2. Probe for Accountability
The best managers don’t deflect. They own outcomes—good or bad—and model that behavior for their teams.
Ask:
“Tell me about a time a project didn’t go as planned. What was your role in that?”
“How do you handle mistakes—your own or your team’s?”
If the response is focused solely on other people’s failures, that’s a red flag.
3. Test for Adaptability
Managers who can’t flex with change don’t last. Look for signs of agility and strategic thinking.
Try:
“Give an example of a time you had to pivot mid-project. How did you lead your team through it?”
“What’s a major change you’ve led, and how did you get buy-in?”
Great managers adapt without panic—and bring their teams along with clarity and confidence.
4. Dig into Coaching Skills
A good manager tells people what to do. A great one helps them grow. Coaching is a non-negotiable leadership skill in today’s workplace.
Ask:
“How do you support the development of your team members?”
“Share a story about someone you helped level up.”
Look for specific examples and a genuine interest in others’ growth—not just talk about performance reviews.
5. Evaluate Strategic Thinking
Managers live in the middle ground between day-to-day details and big-picture goals. Can your candidate connect both?
Ask:
“How do you ensure your team’s work aligns with company priorities?”
“What would you do in your first 90 days in this role?”
You're looking for someone who can prioritize, communicate vision, and navigate complexity without getting lost in the weeds.
A Great Manager Isn’t Just a Good Talker
Hiring well means listening closely—not just to what candidates say, but how they say it. Do they take ownership? Are they people-focused? Do they have a plan? In 30 minutes, you won’t see every trait—but you’ll see enough to know whether this is someone who builds teams that thrive.
Want help designing a better manager interview process? We can help you build structured interviews and scorecards that highlight the traits that matter most.