Questions to Ask a Potential Supervisor Candidate
Assess judgment, people leadership, prioritization, and coaching depth with these targeted questions.
1Tell me about a time you reset expectations mid-quarter—how did you land it?
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Tell me about a time you reset expectations mid-quarter—how did you land it?
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Why this works
Evaluates communication, stakeholder buy-in, and transparency under constraint.
2How do you diagnose a team performance issue in week one?
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How do you diagnose a team performance issue in week one?
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Why this works
Looks for structured inquiry and signal gathering.
3Describe a tough feedback conversation that worked—what made it effective?
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Describe a tough feedback conversation that worked—what made it effective?
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Why this works
Surfaces specificity, empathy, and follow-through.
4What do you measure weekly to ensure the team is winning?
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What do you measure weekly to ensure the team is winning?
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Why this works
Reveals operating cadence and metrics literacy.
5When do you shield your team—and when do you expose them to heat?
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When do you shield your team—and when do you expose them to heat?
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Why this works
Tests judgment on sponsorship vs. growth opportunities.
6What is your hiring bar and how do you maintain it under pressure?
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What is your hiring bar and how do you maintain it under pressure?
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Why this works
Assesses talent standards and process discipline.
7How do you prevent hero culture and burnout?
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How do you prevent hero culture and burnout?
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Why this works
Checks for sustainable systems and load balancing.
8What’s an example of leveling someone up in 90 days?
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What’s an example of leveling someone up in 90 days?
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Why this works
Looks for coaching clarity and measurable outcomes.
9Tell me about a time you changed a process that people loved.
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Tell me about a time you changed a process that people loved.
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Why this works
Change management under social risk.
10How do you manage conflict between high performers?
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How do you manage conflict between high performers?
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Why this works
Tests mediation skills and values alignment.
11What’s your philosophy on meetings and documentation?
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What’s your philosophy on meetings and documentation?
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Why this works
Signals operating system and attention hygiene.
12What would your previous team say you’re best at—and where you need support?
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What would your previous team say you’re best at—and where you need support?
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Why this works
Invites self-awareness and references.
Interview Structure
Expert tips and techniques for getting the most out of these questions.