⏱️Quick Win: The 3 red flags I watch for in every interview
3 warning signs that saved me from bad hires (before they joined)
Hey there,
Hiring is one of the most expensive mistakes you can make as a founder.
Not just financially — though bad hires absolutely drain your budget — but in time, energy, and momentum.
A wrong hire can set you back months. They need constant hand-holding when you thought they’d be independent. Their work quality doesn’t match what they showed in interviews. And eventually, you’re spending more time managing them than if you’d just done the work yourself.
I’ve been there.
I’ve made hires who presented as more independent than they actually were, only to realise weeks in that they needed way more of my time than I had to give.
But over time, I’ve learned to spot the warning signs early — usually in the interview process — so I can avoid these costly mistakes before someone joins the team.
Here are the 3 red flags I watch for religiously when hiring for Mane Hook-Up.
My Hiring Context
Before I share the red flags, here’s how I typically hire at Mane Hook-Up:
Step 1: Phone call with me (30 minutes)
Step 2: Interview task (tailored to the role)
Step 3: Final call with one of our advisors
I’ve hired for roles like Head of Education & Community, CTO, to social media and product interns. Each role is different, but these red flags show up consistently across all of them.
And here’s my philosophy: I don’t fully trust CVs or resumes. They don’t always capture everything about a person. So I hold my reservations until we meet via video call or in person and I see how they actually think and work.
Red Flag #1: Lack of Preparation
What it looks like:
They haven’t looked at your website or product
They can’t speak to why they’re interested in your specific company (beyond “it sounds cool”)
They ask basic questions that are answered on your About page
They don’t have questions prepared for you
Why this matters:
If someone can’t be bothered to spend 15 minutes researching your company before an interview, they won’t put in the effort once they’re hired.
Preparation signals interest, professionalism, and work ethic. Lack of preparation signals the opposite.
When I spot this:
Usually in the first 5 minutes of the interview. I’ll ask: “What do you know about Mane Hook-Up?” or “Why are you interested in this role?”
If they fumble or give a generic answer like “I love start-ups” without any specifics about our mission or product, that’s a red flag.
What I do:
I dig deeper with follow-up questions to see if it’s nerves or genuine lack of interest. If they still can’t articulate why they’re here, I pass.
Red Flag #2: Unable to Articulate Answers
What it looks like:
They give vague, surface-level answers
You have to coax more information out of them with multiple follow-up questions
They can’t explain their thought process or decision-making
Their answers don’t match the depth of experience on their CV
Why this matters:
Start-ups need people who can think independently and communicate clearly. If someone can’t articulate their thinking in an interview, they won’t be able to communicate effectively on the job.
This red flag often reveals one of two things:
They don’t actually have the experience they claim
They need a lot of hand-holding to get to clarity
Either way, it’s a problem.
When I spot this:
During the interview when I ask about past projects or how they’ve solved problems. I’ll ask:
“Tell me about a time you had to solve [specific challenge related to the role]. Walk me through your process.”
If they give a one-sentence answer and can’t elaborate, or if I have to pull every detail out of them, that’s a red flag.
What I do:
I give them a chance to self-correct. I’ll say: “Can you explain that in more detail?” or “What was your specific role in that?”
If they still struggle to articulate their thinking, I know they’ll struggle on the job.
Red Flag #3: Portfolio/Work Doesn’t Match What They’re Saying
What it looks like:
The quality of work they’ve shown doesn’t align with how they describe their contributions
They claim to have led a project but their portfolio shows junior-level work
They talk about strategic thinking but their examples are purely executional
There’s a disconnect between their story and their evidence
Why this matters:
This is where interview tasks become invaluable. Tasks reveal the truth.
Someone can talk a great game in an interview, but when you ask them to actually do the work, you see their real skill level, work ethic, and thought process.
When I spot this:
Usually during the task review. I’ll compare what they said in the interview (”I led our content strategy and grew our audience by 300%”) with what they actually produce (a basic social media plan with no strategic depth).
Tasks are a great way to get people to share more about their work ethic and thought process, which helps me catch these discrepancies.
What I do:
I ask them to walk me through their task submission: “Can you explain your thinking here?”
If their explanation is shallow or they can’t defend their choices, that confirms the red flag.
Real Examples
The Almost-Hire I Caught in Time
I was hiring for a social media role. The candidate’s CV looked solid — they’d managed social for a small brand and talked confidently in the interview about their strategy.
Then came the task: create a one-week content plan for Mane Hook-Up.
What they submitted was generic, surface-level, and showed little understanding of our audience or mission. When I asked them to explain their choices, they couldn’t articulate any strategic thinking.
Red flags: Lack of preparation (didn’t research our audience), unable to articulate answers (couldn’t explain their strategy), work didn’t match what they claimed.
I passed on them. And later found someone who nailed the task and brought strategic depth from day one.
The Bad Hire I Made Before I Knew Better
Early on, I hired someone who interviewed brilliantly. They were articulate, confident, and their CV was impressive.
But once they started? They needed constant hand-holding. Every task required multiple rounds of feedback. What I thought would be independent work became a time suck.
What I missed: In the interview, I didn’t dig deep enough into their thought process. I didn’t give them a task to reveal how they actually work.
Now, tasks are non-negotiable in my hiring process.
How to Use These Red Flags
1. In Interviews: Ask Specific, Process-Oriented Questions
Don’t just ask “What did you do?” Ask “How did you do it? What was your thought process? What would you do differently?”
Watch for how easily they can articulate their thinking.
2. Always Use Tasks
Tasks reveal what interviews can’t. They show:
Work quality
Attention to detail
Strategic thinking
Time management
Communication style
Make tasks realistic (2-3 hours max) and compensate people for their time if possible.
3. Trust Your Gut, But Verify
If something feels off in the interview, don’t ignore it. Dig deeper. Ask follow-up questions. Give them a chance to prove you wrong.
But if the red flags persist? Trust yourself and pass.
4. Give Honest Feedback When You Reject
I believe honest feedback is valuable. When I reject someone, I tell them where they did well and where they fell short (gently).
Most people appreciate the clarity, and it helps them improve for their next interview.
Your Quick Start
Before your next hire:
Add a task to your interview process (if you don’t have one already)
Prepare 3-5 deep, process-oriented questions to ask in interviews
Create a checklist of your red flags to watch for
During interviews:
Note how prepared the candidate is in the first 5 minutes
Watch for how easily they articulate their thinking
Compare their story to their portfolio/previous work
After the task:
Review their submission against what they claimed in the interview
Ask them to walk you through their process
Trust your gut if something doesn’t align
Pro tip: Bad hires cost you months of time and energy. Spending an extra hour in the hiring process to spot red flags is always worth it.
The Real ROI
Since implementing this red flag system, I’ve:
Avoided multiple bad hires that would’ve been time sucks
Built a small but high-performing team where people are truly independent
Saved myself months of management time and stress
Hiring is hard. But these red flags have made it easier to spot the right people — and more importantly, avoid the wrong ones.
Try using these red flags in your next hire and let me know what you discover!
Ciao for now, ‘
— Jade