How to Interview and Hire for New Prototypical Roles with a Fuzzy Definition
TJ Kastning
Hiring for a role that doesn’t have a clear-cut definition is tricky. It’s not about checking off a list of skills—it’s about finding someone who can figure things out as they go.
Most companies stumble here. They waste time, struggle with indecision, and often hire the wrong kind of person—someone who craves structure when the role demands flexibility.
Here’s how to do it right and land the person who can build the plane while flying it.
🎯 Be Crystal Clear: This is an Experiment
If the role is still taking shape, say that outright.
Tell your team and every candidate:
✅ “This is a new role.”
✅ “We know the problem we’re solving, but we don’t have all the answers yet.”
✅ “We need someone who can help shape this role as they step into it.”
This sets proper expectations and ensures you attract the right kind of problem-solver.
🚀 Pro Tip:
If a candidate asks, “What does success look like in this role?” and you don’t have a perfect answer, be honest:
“Part of the job is figuring that out together.”
If that makes them uneasy, they’re not the right fit.
⚡ Get Clear on the Problem Before You Hire
The biggest hiring mistake? Filling a seat before defining the problem.
Instead of rushing to post a job, first ask:
- What business problem is this hire solving?
- What impact should they have in 6 months?
- What kind of person thrives in this type of ambiguity?
Once you’re clear on the problem, you can be creative about solutions. Maybe you need a full-time hire. Maybe it’s a contractor, consultant, or hybrid role. Keep an open mind.
🚀 Pro Tip: Before writing a job description, write a “Problem Statement.”
Example:
“We need better retention of key employees. We need someone to build a structured check-in and career pathing system. The exact title and responsibilities are flexible based on the right person.”
This helps clarify what you actually need before bringing in candidates.
🔄 Personality Matters More Than a Resume
This kind of role requires a specific mindset.
The right candidate will be:
✅ Comfortable with ambiguity
✅ Excited to figure things out
✅ Confident making decisions without perfect information
✅ A natural problem-solver
🚨 Who won’t thrive in this role?
❌ Someone who needs a structured job description
❌ Someone who requires clear processes to function
❌ Someone who struggles with decision-making in uncertainty
🚀 Pro Tip: Ask interview questions like:
- “Tell me about a time you had to create a solution from scratch with little guidance.”
- “How do you approach making decisions when you don’t have all the information?”
- “What’s a work situation where you had to ‘build the process’ as you went? How did you handle it?”
If their response is, “I like to follow clear guidelines,”—they’re not your person.
🤝 Let Candidates Interview You
For a role that doesn’t have a rigid blueprint, share the problem and let candidates weigh in.
Ask them:
- How would you approach solving this problem?
- What would you need to be successful in this role?
- What gaps do you see in our thinking?
🚀 Pro Tip: The best candidates will ask you hard questions, too. Pay attention to:
✅ Do they challenge assumptions?
✅ Do they have ideas you hadn’t thought of?
✅ Do they seem excited about building something from scratch?
If they push back with smart questions, they’re engaged. If they seem uneasy, they’re not a fit.
⏳ Don’t Drag Out the Process
One common mistake? Taking too long to decide.
Companies often delay hiring because they’re unsure what they need. But indecision wastes candidates’ time and makes you look unorganized.
🚀 Pro Tip: Set a firm decision-making timeline.
Example:
“We will make a decision within three weeks. If we’re not ready to hire, we’ll communicate that clearly rather than leave candidates waiting.”
Respect their time. If you don’t hire them, close the loop and move on.
Final Thoughts: Get Comfortable with Iteration
Hiring for a new, undefined role isn’t about checking boxes—it’s about finding the right person to help define the job.
To do it well:
✅ Be upfront about the uncertainty.
✅ Define the problem first.
✅ Look for personality fit—not just a resume.
✅ Let candidates interview you.
✅ Decide quickly and respect people’s time.
Get this right, and you’ll hire a builder—not just a task-doer.
Need Help Hiring for Hard-to-Define Roles?
We specialize in helping construction leaders hire the right people—even for undefined, strategic roles. Let’s talk about your hiring challenges and build a structured approach together.
📅 Schedule an exploratory call here 👉 Click to Book
Let’s find the right person for your team—without wasting time. 🚀
