Who's Really Done the Work?
A Friendly Guide to Cutting Through the “We” in Interviews
When you're growing a team, every hire matters. You need people who can roll up their sleeves and get the job done, not just sit in on the meetings.
So what happens when you’re in an interview and all you hear is “we”?
“We launched a new product.”
“We increased revenue.”
“We streamlined operations.”
That little word, “we”, can be a big red flag. Not because collaboration is bad (it’s great), but because it makes it tough to figure out what the candidate actually did.
Why "We" Can Be Tricky
Sometimes people say “we” because they’re being humble. Other times, it's a way to slide past their level of involvement. Either way, you need clarity. After all, you’re not hiring the whole team, you’re hiring this person.
Even if the project was a huge success, you have to figure out if your candidate was leading the charge, helping out, or just along for the ride.
A Simple Fix: Get Curious
When a candidate gives a “we” answer, resist the urge to make assumptions. Instead, nudge the conversation gently back to them.
Let’s say you ask:
You: “What’s something you’re proud of from your last job?”
Candidate: “We redesigned our platform and saw a big jump in user engagement.”
That’s your cue.
Follow up with: “What was your biggest personal contribution to that project?”
Most candidates will take that opportunity to explain their role. If they’re still vague, try:
“What wouldn’t have happened if you hadn’t been involved?”
That simple question often leads to a more honest and insightful answer.
Candidate: “Well, I came up with the idea, got the team aligned, and drove the project through launch.”
Now you’re getting somewhere.
When Modesty Gets in the Way
Some candidates are genuinely modest, or just not great at self-promotion. If they still seem hesitant, try shifting the perspective:
“If I asked your manager what your role was in that project, what would they say?”
This often opens the door for them to share impact without feeling like they’re bragging.
Candidate: “My CEO told the exec team it was one of the most important projects of the year. I didn’t think it was that big of a deal, but that’s what she said.”
Exactly the kind of insight you’d miss without asking.
It's About Clarity, Not Confrontation
These follow-up questions aren’t about being skeptical or confrontational. They’re about giving candidates a chance to tell you what they actually did, and giving yourself the clarity to make a great hire.
Because at the end of the day, you’re not just looking for someone who’s been around great work. You’re looking for someone who’s done it.
Looking to speed up hiring without cutting corners? Mega HR helps small and mid-sized businesses find and vet candidates faster, with help from Megan, our always-on AI recruiting assistant.
Learn more at MegaHR.com