Business should be simple. And fun.

Hey Reader

When we start working with new clients, I usually see two types:

Type one says, “Sam, I trust you. I don't have time to interview Just give me someone.”​
Cool. I love that level of trust (and honestly, understanding people and knowing who can really execute is one of my superpowers. 🤩)

Then there’s type two: the clients who want to interview the VAs themselves before committing.
Totally fine. In fact, I encourage it! (It reduces buyer's remorse and adds some accountability onto the clients when its someone they've selected themselves).

But here’s what I’ve noticed...
Most people say they want to “get a feel for the person” and *vibe check*, ...but then the moment they start the interview, they jump straight into technical questions.

There's also nothing wrong with this. You want to understand and get some idea of what it would actually look like for this person to execute on the work.

However, the technical questions don't usually give you the answers you're looking for.

Because at this point, you likely know in the back of your head that they are competent enough to do the job (for starters, they are on our shortlist and I'm not going to recommend dummies to you). You really want to know if you can get along with this person and trust them.

And when you just ask technical questions in an interview, you end up walking away thinking, “Hmm… can I really work with this person?” instead of “Yes, this person will make my life easier.”

I got into a debate about this recently: technical skills vs. soft skills. There’s no wrong answer, they are both important. Which one is more important simple depends on the role.
​

The problem is that most people don’t really know which skills are actually vital to the role, which questions to ask to find them, or what they should be listening for.

So today, I’m giving away some of my interview secrets.
​

If you want all my secrets, you can grab our Hiring Kit, but for now, I’m sharing my 3 favorite questions to ask in second-round interviews — the ones that actually show you who you’re hiring, not just what they’ve done.