If you’re a hiring manager gearing up for interviews, chances are you’ve asked yourself: “What’s the best way to run this interview so I make the right hire—without wasting time?”
You’re not alone.
Many managers feel the pressure to get it right—after all, your next hire could make or break the team. This guide breaks down exactly how to conduct an interview as a hiring manager, with clear steps, tips, examples, and a structure you can actually follow.
For a broader overview, check out the full interview guide for employers and interviewers.
Why the Hiring Manager’s Role Is Different
As a hiring manager, you’re not just checking boxes—you’re evaluating:
- Team fit
- Skill depth
- Performance potential
- Coachability and growth mindset
Compared to recruiters or HR, you bring domain expertise and a direct stake in the new hire’s success. Your interview needs to reflect that.
Before the Interview – Get Aligned
Let’s start with what you need to do before the interview even begins.
Clarify What You’re Hiring For
Work with your team or recruiter to answer:
- What does success look like in this role?
- What skills, traits, and experiences are non-negotiable?
- What gaps does this hire need to fill on the team?
Build a Structured Interview Plan
This avoids “winging it” and creates fairness. Your plan should include:
| Component | Details |
| Interview format | One-on-one, panel, virtual, in-person? |
| Time allocation | Intro (5 min), questions (40 min), candidate Q&A (10 min), close (5 min) |
| Types of questions | Behavioral, situational, technical, role-specific |
| Evaluation method | Scorecard or rubric with clear criteria |
During the Interview – Make It Count
Start With a Strong Introduction
Set the tone early:
- Introduce yourself, the role, and how the interview will go
- Make the candidate feel at ease (small talk helps!)
- Mention that you’ll be taking notes to stay focused
Ask Targeted, Structured Questions
As a manager, your questions should go beyond resumes. Try this mix:
| Question Type | Example |
| Role-specific | “Tell me about a time you owned a full sales pipeline.” |
| Behavioral (STAR) | “Describe a situation where you missed a deadline. What did you learn?” |
| Team fit/collab | “How do you handle feedback from non-managers or junior teammates?” |
| Problem-solving | “What’s your approach to fixing a process that no longer works?” |
| Growth mindset | “What’s one skill you’ve improved significantly in the last year?” |
If you’re interviewing for a sales role, here’s a detailed guide to conducting a sales interview.
Dig Deeper
Don’t stop at surface answers. Ask:
- “What would you do differently now?”
- “Can you walk me through your decision-making?”
- “How did your team respond to that approach?”
These follow-ups reveal mindset and depth of experience.
Watch for Red Flags
Red flags don’t have to be dealbreakers, but you should note:
- Blaming others for failures
- Vague or rehearsed answers
- Low energy or clear disinterest
- Lack of curiosity or initiative
After the Interview – Reflect and Compare
Use a Scorecard
Rate candidates using the same rubric across interviews. This removes bias and speeds up decision-making.
| Category | Rating (1–5) | Notes |
| Technical skills | ||
| Communication | ||
| Team fit | ||
| Coachability | ||
| Overall impression |
Discuss with Other Interviewers
Align with HR or panel members. Are you seeing consistent strengths or concerns?
If you’re working alongside HR, this guide on how HR professionals should conduct interviews can help align processes.
Bonus Tips for Hiring Managers
- Prep real work scenarios: Ask them to walk through a task or challenge from your team
- Don’t dominate the convo: Let them speak—your job is to guide, not fill the silence
- Give a clear next step: Whether they’re moving forward or not, communicate fast
- Avoid intuition-only hiring: Gut feeling is fine, but pair it with structured data
Resources & Related Reading
Want to go deeper? These reads will help you refine your approach:
- How to Conduct an Interview: A Complete Guide for Employers
- How to Conduct an Interview as an HR Professional
- How to Conduct an Interview for a Sales Position
Frequently Asked Questions (FAQ)
Q: How long should interviews be for mid-level roles?
45–60 minutes is usually ideal—enough for structured questions and open conversation.
Q: Should I ask the same questions to every candidate?
Yes, for fairness and comparison. But you can also dig deeper based on their responses.
Q: How much weight should I give to gut feeling?
Use gut instinct as a secondary factor—structured data from the interview should come first.
Q: What if a candidate doesn’t meet every qualification?
Look for potential and coachability. A growth mindset often beats a perfect résumé.
Final Thoughts
Learning how to conduct an interview as a hiring manager is part art, part science. You don’t need to be a professional interviewer—you just need a thoughtful plan, real curiosity, and the discipline to assess fairly. With that, you’ll build stronger teams and avoid costly mis-hires.