I am very goal-oriented. A good day for me is when I make significant progress toward a specific set of goals and objectives that the management team has determined for Agencyport.
Also, we are a small, growing company so it's always a good day when we close a deal. Making progress on goals and acquiring new customers always make a great day.
5. How would you characterize your management style?
My management style is definitely team-oriented and collaborative. I try to focus on communications and delegation to my team.
I mentioned my belief in setting goals. As a result I have to be pretty clear on the direction we, as management, are trying to lead the company. I try to give my team the tools and support they need to go and execute those goals.
I think people would describe me as pretty steady. I tend not to overreact whether things seem really good or really bad.
6. What strengths and qualities do you look for in job candidates?
Obviously, like many CFOs, I consider all the technical qualifications of a candidate. Also, I like to look at previous accomplishments and whether the candidates are intellectually curious, team-oriented, and have demonstrated leadership skills. Those are the key determinants.
I like to ask candidates why they've made certain decisions in the past and what their thought processes were for those decisions. The answers help me better understand how a person thinks which is helpful in identifying leaders, as well as followers I prefer a leader.
For example, Agencyport was recently hiring a new intern and I asked each of the candidates why he or she chose the school that they did. You would be surprised at the different answers. It was readily apparent who gave thought to their academic path and who didn't. It said a lot about how each person would likely perform here for us.
7. What are some of your favorite interview questions or techniques to elicit information to determine whether a candidate will be successful at your company? What sort of answers send up red flags for you and make you think a job candidate wouldn't be a good fit?
Again, I try to get candidates to explain the rationale behind a key decision they made in the past. I always ask a candidate whether they know where they are going. This helps me understand their aspirations -- whether in the context of their career path or a specific role here at the company.
I also ask them why they are interviewing for a specific position here at Agencyport. You'd be surprised how many people can't articulate their rationale. If a person can't explain why they want the job I'm offering, it's a red flag for me.