Interviewing a Potential Teammate 101: Tips to Nail the Conversation

Interviewing someone for your team isn’t just about checking boxes. It’s about figuring out if this person is someone you’d actually want to work with. Are they curious? Honest? Collaborative? Are they going to make your team better?

Here’s a list of practical tips I’ve picked up over the years to help guide interviews in a more human, meaningful direction. This isn’t about job hunting—it’s about finding teammates you actually want to build stuff with.

🎙️ Be a Good Host

You’re the host. Make them feel welcome. The more relaxed and safe they feel, the more they’ll open up—and the more you’ll learn. Skip the stone face. Start with a warm intro, set a friendly tone, and remember: you’re not trying to trap anyone, you’re trying to connect.

Quick Tip: Kindness is underrated. A relaxed interview = a real conversation.

🧠 Treat It Like a Conversation

This isn’t a pop quiz. It’s closer to a first date. Ask questions, tell stories, follow interesting threads. Show curiosity. If you’re having fun, they probably are too—and that’s when you see the real person, not the rehearsed one.

Quick Tip: Go off-script if the moment calls for it. Some of the best insights come from follow-up questions.

👂 Actually Listen

Don’t just nod while waiting for your turn to speak. Really listen. Pay attention to what they’re saying—and what they’re not. If they dodge a question or gloss over something, follow up. If they light up talking about something, ask more about that.

Quick Tip: Silence can be a signal. Watch for what’s missing, not just what’s said.

👀 Watch How They Answer

How someone answers is just as important as what they say. Are they confident? Hesitant? Repeating buzzwords? Their tone and body language will tell you a lot about how they think. Pay attention to the delivery, not just the content.

Quick Tip: Micro-expressions and shifts in tone are low-key gold mines.

❓ Ask Smart Questions

Use a mix of open-ended and yes/no questions. Big open questions get them talking. Yes/no questions cut through the fluff and help you verify specific stuff.

Quick Tip: Ask “why not?” as often as you ask “why?” You’ll learn how they approach trade-offs.

🤖 Ditch the Script

Having a plan is good, but don’t let it kill the vibe. Be present. Let the conversation breathe. If something interesting comes up, explore it. The goal isn’t to get through your checklist—it’s to figure out if this person is the right teammate.

Quick Tip: Scripts are backup. The real interview is in the detours.

💡 Mind the Market

Sometimes you’re hiring in a buyer’s market. Sometimes it’s the other way around. Either way, remember: people are evaluating you too. Be real about what makes your team special and don’t forget—you’re selling the opportunity just as much as they are.

Quick Tip: Adjust your tone depending on the market. Good people always have options.

😄 Make It Fun

This shouldn’t feel like a courtroom drama. Be playful. Joke a little. Make space for the candidate to bring their full self. You’ll learn way more when everyone’s comfortable.

Quick Tip: If it feels like a chat instead of an interview, you’re doing it right.

🔍 Stay Curious

Don’t just evaluate—explore. What’s their story? What motivates them? What do they geek out about? A curious mindset helps you dig past the surface and find out if they’ll be someone who brings energy, ideas, and growth to your team.

Quick Tip: Ask what they wish they got to build but never had the chance to.

🛠️ Bonus Tip: Make the Technical Challenge Real

If you’re running a technical interview, here’s a move I love: use a real problem you’ve worked on. Something you’ve actually had to solve or are still working through. You’ll have full context, know the gotchas, and maybe even learn something new from how they approach it.

Quick Tip: You’ve already invested time thinking through the problem—why not get a fresh perspective while you’re at it?

Final Thoughts

Interviewing is about connection. It’s about finding someone who fits your team—not just technically, but emotionally, energetically, and culturally. You’re not just hiring a resumé. You’re inviting someone into your shared creative space. So lead with curiosity, kindness, and clarity—and see what happens.