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5 Fs You and I Are Looking for When Hiring


Interviews are a complex and potentially stressful process for both sides, the candidate and the recruiter. A misunderstanding could end up in as a lost opportunity. This can create such a tense scenario that both parts begin to overstate or understate some things.

It’s common to hear recruiters saying “you’ll improve your career by joining us”, without even knowing what the candidate is looking for. Or to find candidates saying “I’m constantly learning” when they’ve been in the same role for 6 years.

So if you’re either recruiter or candidate you don’t need to pretend.. An interview aims at building a relationship between two parts and if we want to make the best of it, integrity is essential.


Based on the book “Who: The A Method for Hiring” I created a list of 5 things to consider for recruiters and candidates:

1. Fit the Vision: 

These days, the company vision is an important decision making factor. The culture must be aligned to the candidate’s goals, strengths, and values. “This is where we are going as a company. Here is how you fit in.”
On the other hand, your competition is most likely already doing what you are doing, so best way to really differentiate yourself from others is with your vision. Where will your company be in 10 years? How does your organization impact society?

There is something known as MORAL VALUES, and they’re definitely something more important than offering “casual Friday” or “PS4 in the lobby”.
Being honest and clear about your company’s principles is the key, because that will attract fitting candidates that share the same values.

2. Freedom: 

Otherwise known as the autonomy that the candidate will have to make his or her own decisions. “I’ll give you ample freedom to make decisions, and I won’t micromanage you.” This is called EMPOWERMENT in business management. The interview process is the best scenario to generate and test the trust in both ways. You are hiring someone that you trust so you don’t need to be a spy and check every single little second if s/he is performing well.

3. Fortune:

Reflects the stability of the company. “If you accomplish your objectives, you will likely make [compensation amount] over the next five years.” Bills are going to continue to land in your mailbox at the end of the month, regardless of whether you are a simple executioner or an important CEO. A secure and fair payment for the services is something that must be discussed and agreed upon beforehand.

4. Fun:

Describes the work environment and personal relationships the candidate will make. It’s proven that a fun and relaxed environment is more willing to generate better ideas and motivation. My manager says that he likes to join our daily huddle just because we have fun in those 15 minutes, even if there’s nothing important to share.

5. Family:

For dads and moms this is the bigger trauma of changing/taking jobs. “What can we do to make this change as easy as possible for your family?” One of the Wings4U founding stones is related to this, and our vision is continuing in this way. How can we help those moms after give birth? And here we are, casually enjoying our awesome remote work culture.


Businesses are born from social relationships. A candidate and a recruiter must create a truth-based relationship built on honesty and humility; because that’s how all the best partnerships begin. For the recruiter, don’t try to sell your company as a dream. For the candidate, don’t try to sell yourself as the new god of Marketing (or whatever your specialty may be).

One of our hiring managers, Daniela, gave me this quote which I think it’s a great summary: “Interviews are usually a nerve-wracking experience, but try to take a deep breath and remember that in the end we are just having a conversation to see if your skills match what we are looking for; and if our open position matches what you want to do next in your career. "It’s an exchange, not an interrogation.”

If you are a recruiter or you are just interested on this kind of topics I would suggest that you read “Who: The A method for Hiring”. You’ll find the best real examples on how to build an “A Team”, meaning a High-Performance group of people.

The second book that I would love to recommend you is: Extreme Ownership. This is not tied to hiring but you can learn a lot about the importance of being truthful.

Do you think you'd be a good fit for Wings4U? Drop us a note and let's talk!