Interview Questions to Test Startup Grit

When hiring for a startup, especially in the early stages, "grit" is a crucial quality. You need people who can persevere through challenges, adapt to change, and stay motivated in the face of uncertainty. Here are some interview questions designed to assess a candidate's level of grit:

I. Behavioral Questions (Past Experiences as Indicators of Future Behavior):

• "Tell me about a time you faced a significant setback or failure at work. How did you react? What did you learn from it?"


• Looking for: Honest self-reflection, how they coped with disappointment, the steps they took to recover and improve, and whether they take ownership of their mistakes. Avoid candidates who blame others or dismiss the experience.


• "Describe a situation where you had to work on a project with very limited resources (time, budget, manpower). How did you prioritize, and what creative solutions did you come up with to overcome the limitations?"


• Looking for: Resourcefulness, problem-solving skills, ability to work under pressure, creativity, and the ability to prioritize tasks effectively.


• "Tell me about a time you received negative feedback that was difficult to hear. How did you handle it, and what changes did you make as a result?"


• Looking for: Ability to accept criticism, willingness to learn and improve, emotional intelligence, and the capacity to use feedback constructively.


• "Describe a time when you had to learn a completely new skill or technology quickly in order to complete a project. What steps did you take to learn it, and what challenges did you encounter?"


• Looking for: Learning agility, adaptability, self-directed learning skills, resourcefulness, and comfort with ambiguity.


• "Tell me about a time you had to push back on a decision or idea, even when it was unpopular. How did you present your case, and what was the outcome?"


• Looking for: Conviction, courage, ability to articulate their reasoning, diplomacy, and a willingness to stand up for what they believe in (while respecting different perspectives).


• "Have you ever worked on a project that completely failed despite your best efforts? What did you learn from the experience, and what would you do differently next time?"


• Looking for: Resilience, honesty, ability to extract lessons from failure, and a proactive approach to improving future outcomes.

• "Imagine you're working on a critical project for a major client, and the deadline is fast approaching. Suddenly, a key team member quits. How would you handle the situation?"


• Looking for: Calmness under pressure, problem-solving skills, ability to delegate, leadership potential, and the ability to prioritize and adapt to unexpected circumstances.


• "Let's say you've been working on a project for weeks, and you're confident in your approach. However, during a team meeting, your manager suggests a completely different direction. How would you react?"


• Looking for: Flexibility, open-mindedness, ability to consider different perspectives, and the ability to advocate for their own ideas while being respectful of authority.


• "Imagine you're working on a task that's outside of your comfort zone, and you're struggling to make progress. What steps would you take to overcome the challenge?"


• Looking for: Proactiveness, resourcefulness, willingness to ask for help, self-awareness, and a commitment to continuous learning.


• "If you were to join our company and after a few weeks realized that the role was very different to what was originally communicated to you during the interview process, what would you do?"


• Looking for: Resourcefulness, strong communication skills, and pro-activeness. This tests how a candidate solves a problem and looks for a solution, rather than immediately giving up.

• "What are you most passionate about outside of work? How does that passion translate to your work ethic?"


• Looking for: Enthusiasm, a strong sense of purpose, and the ability to connect their passions to their work.


• "What excites you most about working for a startup? What are the biggest challenges you anticipate, and how do you plan to overcome them?"


• Looking for: Realistic expectations, awareness of the challenges of startup life, and a genuine desire to contribute to a fast-paced, dynamic environment.


• "Where do you see yourself in five years? How does this role contribute to your long-term career goals?"


• Looking for: Ambition, a clear sense of direction, and a commitment to personal and professional growth. This shows that they are thinking of the long-term and have some focus.


• "Why are you interested in our company specifically? What research have you done, and what aspects of our mission or values resonate with you?"


• Looking for: Genuine interest, alignment with the company's mission and values, and a willingness to invest time and effort into understanding the organization.

• Use a structured interview format: Prepare a consistent set of questions for each candidate to ensure fair comparison.


• Listen actively and probe for detail: Don't just accept superficial answers. Ask follow-up questions to understand the context, the candidate's specific actions, and the resulting outcomes.


• Look for patterns and consistency: Assess whether the candidate's responses align with their resume and references.


• Consider cultural fit: Grit is important, but it's also crucial to find someone who aligns with your company's values and work style.


• Don't be afraid to ask uncomfortable questions: Grit often reveals itself in challenging situations. Don't shy away from exploring difficult experiences and setbacks.


• Focus on the "how" not just the "what": It's not just about the outcome, but about how the candidate approached the challenge, what decisions they made, and what lessons they learned.