“We Just Go With Our Gut” — Famous Last Words in Hiring

Let’s get something out of the way: If your hiring process is “a few conversations and a gut check,” you’re not doing hiring. You’re doing roulette.

And before you say, “But we’ve hired some amazing people that way!”—sure, even a broken clock is right twice a day. But how many great people did you miss? How many wrong ones did you hire and try to “coach up” when the reality is they were never a fit for the role to begin with?

Here’s the deal: Structured interview processes are not bureaucracy. They’re strategy.

A well-vetted, intentional interview process:

• Reduces bias

• Improves candidate experience

• Enables apples-to-apples comparison

• Drives better performance post-hire

Without it, you’re flying blind—and worse, your hiring managers are all making their own rules.

I’ve seen hiring managers ask questions like:

• “If you were an animal, what would you be?”

• “Tell me about your hobbies.”

Which is fine if we’re casting a sitcom. But if you're trying to hire someone to run a multimillion-dollar business unit, maybe stick to questions that actually predict success on the job.

Structured interviews don’t mean robotic or cold—they mean aligned, intentional, and measurable. You define the competencies. You build questions that uncover real experience and behavior. You train your team on how to use the tools, interpret responses, and score consistently.

Companies that do this well see the difference—in retention, performance, and yes, culture fit. Because culture fit isn’t about liking the same bands; it’s about how someone communicates, solves problems, manages conflict, and shows up for the team.

If your process is unstructured, your results will be too. You’ll hire some winners and some total misses, but you’ll never build a system that scales.

So, do yourself—and your company—a favor: Stop winging it. Start designing it.

Book a call with me to talk about your hiring needs, don't just go with your gut go with experience and my support.