Agile Interviews. Enough said. 

When it comes to the organizations that carry their own perception of what being Agile means, in accordance to their own business model, their own operating model, their own cultural values & principles and ultimately their own brand, how can we be certain that we are being matched appropriately?

We don't. 

Until the actual interview begins with our hiring manager, it is an uncertainty we sit with. The uncertainty of what this manager is going to do with our future as soon as it's in his/her hands. The uncertainty of joining an organization without actually knowing what you signed up for, despite what you learned within a few hours of having a conversation with a stranger, or perhaps a couple of strangers.

If the argument is to embrace change and embrace impermanence of any present state we are in, are we hiring people as they are now? Or are we hiring for the inevitability of who they will become? Are we hiring to help others feel confident in their own future, because we, as leaders, see the future with abundance and absolute clarity. 

• What happens when an organization is uncertain about the future they are hiring for and can't speak to it in an Agile interview?


• What happens when an organization is uncertain about the role descriptions they are hiring for while being in the process of a Fragile Transformation?


• What happens when an organization's misperception of Agile results in hiring the wrong Agile professionals?


• What happens when an organization's misperception of Product results in hiring the wrong Product professionals?


• What happens when an organization hires for a specific culture fit that ultimately leads to culture cliques?


• What happens when a hiring manager prioritizes filling a gap versus investing in talent retention?


• What assumptions and biases exist in the hiring process for Agile professionals, especially from the hiring managers?


• Do we really uncover the organization's values and principles in the interview alone?


• Have you ever been ghosted by a recruiter?


• What happens when a recruiter sets up a candidate for failure at a prospective organization?


• When does a recruiter really go above and beyond?

Are we at the mercy of an organization's open requisitions and their recruiting agencies, or can we change the narrative by uncovering the belief systems that support the organization's values & principles by asking the right questions? 

Find out with newest guest speakers Jose Mata, and Dionna Steed as they share what it takes to find talent in a market that truly is impermanent.