Do you Coach Candidates?
Do you coach candidates?
Short answer, no.
I want them to be as authentic as possible.
Always.
However…
When I prep candidates for interviews, I always suggest they ask one key question:
“What does success look like in the first 6–12 months?”
It’s amazing how many companies struggle to answer it.
If leadership can’t define success, it’s a red flag.
If they can — and they share it clearly — it’s a sign of alignment, clarity, and strong management.
It’s not just a good candidate question.
It’s a good leadership exercise.
Shortcuts
Shortcuts…
Every Monday, I remind myself of one thing: you can’t shortcut relationships.
You can have the best tech, the strongest outreach, and the smartest messaging.
But in the end, recruiting hinges on trust.
Trust with candidates to tell you the truth.
Trust with clients to let you represent their brand.
And trust takes time.
But once you earn it, it compounds.
That’s the real competitive advantage — not speed, but credibility.
Too Green
Too green?
Not too long ago, a client once told me they hired a candidate who was “too green” on paper.
But during the interview, she asked smart questions, took notes, and showed she could learn fast.
Six months later, she was outperforming veterans.
Skills can be taught.
Curiosity, drive, and humility — those are built in.
Sometimes the smartest hire isn’t the most experienced — it’s the most coachable.
I’ve said this numerous times before-look to screen people IN, not OUT!