Hiring and interviewing

Andrew Kordek

2 minute read

As we continue to grow at Trendline and position ourselves for 2015, I have found myself interviewing a lot of people over the last several months.  We interview “in reverse” here, meaning that I make it a point to spend first at least 30 minutes with each and every qualified candidate, usually over the phone.  This helps me gauge their personality and see if they truly embody the culture of passion, collaboration, and commitment to client success that all of our people do.  I ask very “interesting” and sometimes direct questions of candidates, who often say that my interview was one of the most unique ones they have ever experienced.

I take this approach because, if they pass my initial sniff test for personality compatibility, I can safely pass them on to the hiring manager, who will then get a more in-depth sense of their skill set. I won’t give away all of our secrets to hiring great people, because it’s the people of Trendline who make us do great work, and I want to preserve that little secret for those who have the TLI sticker on their computer.  However, here are a few tidbits about what I look for in candidates:

    • We don’t hire employees.  We hire adults.
    • We don’t hire people and train passion.  We hire passionate people.
    • It’s not all about you and what you bring to the table.
    • Showing–rather than knowing–is what being humble means.
    • You are not weak if you know what you suck at.
    • Last but not least, a “thank you” goes a long way.

Since we have an open office environment in our Chicago office, all of our people in Chicago listen in and can probably recite my 30-minute conversations with candidates, which is awesome. We are building something special across all three of our offices (and our remote folks), and the ride is just beginning.

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About the Author(s)

Andrew Kordek

Andrew Kordek is a Co-Founder of Trendline Interactive.

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