The Interview Questions That Tell Us Everything

After I shared the story of “the PayNW Interview Question,” I heard from a lot of people.

Some were curious about the candidate who got the job (spoiler: she is thriving). Others wanted to know if we had more questions like that.

We do.

Because here is the thing—great hires rarely come from resume bullets alone. They come from the conversations that reveal how someone thinks, how they approach challenges, and how they show up when things are uncertain.

That is why we have a handful of interview questions we return to again and again.

They might seem a little unexpected. But like the “water will not turn on” scenario from my last Blog, each one cuts through the polished responses and gets to the heart of a candidate’s mindset.

Here are a few of our favorites—and what they reveal.

The Garage Door Test: Can You Figure It Out?

“You get into your car in the morning, already running late for work, press the garage door opener—and nothing happens. Now what?”

This is a variation of the “water will not turn on” scenario. The best candidates do not panic. They troubleshoot. Try the wall button, check the power, manually open the door. The goal is simple: Do they take action before looking for someone else to fix it?

Some people, when the garage door will not open, try the wall button, check the power, or lift it manually.

Others sit in their car, press the remote five more times, sigh dramatically, and call their spouse.

Guess which one we want on our team?

To be fair, not all of us ace this test in real life. (There may or may not be a few dramatic button-pressers in our own garages.) But that is the point. Eventually, the right person figures it out—even when the pressure is on. That is the mindset we are looking for.

The Music Question: Can You Articulate Your Why?

“Tell me about your favorite musical artist and why.”

This question uncovers two things.

First, do they start with something positive? If they lead with “I like all music except…” they are telling us more about their mindset than their taste.

Second, can they explain why their favorite is their favorite? A strong candidate has a clear reason. If they light up when they talk about it, even better.

The genre does not matter. The reasoning does. Can they reflect, explain, and connect?

The Pride Test: Can You Own Your Wins?

“Tell me about something you have done in the last year, at work or at home, that you are really proud of.”

Confidence is key, but there is a fine line between self-assured and accidentally delivering your own TED Talk.

If we sense a little too much bravado, we flip the script:

“If you could have one do-over in the last year, what would it be?”

“How did you contribute to it going poorly the first time?”

This is usually the moment in the interview where the candidate pauses. Reflects. And tells us something real.

Because a great hire is not just someone who celebrates wins. It is someone who owns mistakes, learns, and grows.

At the end of the day, we are looking for people who are Agile, High Achieving, Reliable, and Collaborative. People who have the self-awareness to accept feedback humbly and the dedication to provide feedback willingly.

Because hiring the right people is not just about filling a role. It is about building a team that moves forward together—solving, adapting, and raising the bar every single day.

What about you?

Have you used an interview question that told you everything you needed to know about a candidate?

Drop it in the comments—we would love to hear it.

Gratefully,