When I started recruiting, I assumed our clients had it all together.

They were running multi-million dollar projects. Leading teams. Building iconic homes. Surely they had a solid hiring process.

I thought the interview was the easy part. My job was to bring them great candidates, and then stay out of the way.

But then I sat in on a final-round executive interview with one of the best leadership teams I’ve ever worked with.

And everything changed.

The Interview That Shifted Everything

This team wasn’t just successful, they were charismatic, thoughtful, and visionary. The kind of leaders you want to build with. I admired them.

But the interview? It was chaos.

  • People showed up late
  • No one had a shared plan
  • Questions were scattered and repetitive
  • There was no prep, no arc, no clear leadership

The candidate was qualified and engaged, but the conversation gave him no real insight into the opportunity, and gave the team no reliable data to make a decision.

That’s when it hit me: This wasn’t a people problem. It was a process problem.

It Wasn’t Our Screening

Up to that point, I thought most turnover and misfires came down to who we were sending. I figured if we just found better candidates, the rest would work itself out.

But that interview was the turning point.

I realized the real breakdown was happening inside the room.

And if that kind of interviewing dysfunction could happen at this company, respected, values-driven, full of smart people, it could happen anywhere.

Most Hiring Processes Are Broken (Even in Great Companies)

Since then, I’ve seen the same pattern across the industry:

  • No shared definition of what success looks like
  • Interviewers “just wing it”
  • Decisions made on gut feel instead of clear evidence
  • Feedback loops break down
  • Candidates get mixed messages, or none at all

The result? Turnover. Mistrust. Slow momentum. Wasted time.

And everyone’s left wondering what went wrong.

Why It Matters

Hiring is the gateway to your future. It shapes your team, your culture, your ability to deliver.

But when the interview process is unclear or unstructured, even the best leaders make risky calls.

The danger isn’t just hiring the wrong person. It’s burning out your team, losing momentum, and undermining confidence, both yours and the candidate’s.

What I Believe Now

That interview changed the trajectory of how I support clients.

I no longer see myself as a talent scout handing off resumes. I see myself as a strategic partner helping you build a repeatable, human, and high-clarity hiring system.

Because the quality of your interview process directly impacts:

  • The talent you attract
  • The clarity of your decisions
  • The confidence of your team
  • The strength of your culture

And you don’t have to figure it out alone.