<aside> <img src="/icons/token_blue.svg" alt="/icons/token_blue.svg" width="40px" /> **You’re looking for…**a straightforward way to discover if candidates truly connect with your mission before evaluating their skills and experience.

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TL;DR: The "Why Interview" helps you find candidates who'll truly thrive at your organization by uncovering their motivations and mission alignment early—ensuring both sides can make an informed decision before investing more time.

What's in it for you (WIIFY):

• Assess cultural fit and mission alignment at the start of your hiring process
• Stop wasting time on candidates who look good on paper but aren't right for your organization
• Build teams of people who are both capable and genuinely passionate about your work
• Reduce costly hiring mistakes through better early-stage screening

You know those moments in interviews when something just clicks? When you can feel that this person really gets it, that they're here for all the right reasons? That's what we're going for with the "why" interview.

I remember interviewing someone for a Chief of Staff role whose eyes just lit up every time they talked about building and operationalizing systems. She wasn't right for the CoS position - but she became an incredible Operations leader who transformed how our organization worked.

I've probably conducted hundreds  of interviews at this point, and I'm convinced that understanding someone's "why" tells you almost everything you need to know about fit.

It’s not the perfectly polished answer or the incredible assignment that are most important (though those matter too) - it’s ensuring the underlying alignment from the beginning.  Every time I've hired for the skills versus the why, it has been a mistake. Everyone involved ends up trying to figure out how to make it work for way too long OR it results in a hasty exit that feels terrible all around. Skills and experience matter - and the Why is non-negotiable.

Let's Break This Down

The “Why” is the foundation for all things(!), so I created the Why Interview.  I know - a why is part of every step in the interview process - and the Why Interview (note capitalization - now it’s a thing!) is a dedicated interview that I have insisted on in almost every interview process in every organization I lead.  It happens VERY early (think first or second round) and is done by someone who's really good at interviewing and who’s comfortable with genuine reactions and off-the-cuff convos.

The purpose: make sure the Why is a brilliant yes before taking one step further.

Before You Start

Make sure you are clear with the Right Role at the Right Level  AND Identifying the Humans Who Will Thrive.  You need to have a clear sense of who you’re looking for so you can find the “why”!

Here's Exactly What I Do

1. The Opening

I literally start every Why Interview the same way:

"I'd love for you to introduce yourself - you can either walk me through your resume OR tell me a few stories. What I really want to hear is what sparked you enough to say YES to this conversation about our organization and this role in particular."

Then I shut up and listen. Seriously. Let them choose their path.  It’s fascinating!!!!!

2. The Listen

This is where the magic happens. I'm paying attention to: