Use this bank to assess internal candidates fairly and rigorously. Each question includes what good looks like, follow‑ups, red flags, a sample excellent answer, and a 1–5 scoring rubric.

Motivation & Role Fit

1. Why this role, and why now—given your current scope and the team’s priorities?

What good looks like: Connects personal trajectory with org strategy; shows role clarity, required deltas, and how they will backfill current responsibilities.

Follow‑ups: What will you stop doing if you get this role?; Which competencies do you still need to build?

Red flags: Vague motivations; role misunderstanding; no plan for current workload.

Scoring: 1–5: 1=generic desire · 3=partial alignment · 5=clear strategic fit with transition plan.

2. What context do you have that an external hire likely wouldn’t? How will you avoid ‘we’ve always done it this way’?

What good looks like: Identifies specific institutional knowledge and mechanisms to counter local maxima: external benchmarks, pre-mortems, peer reviews.

Follow‑ups: Give an example of replacing an entrenched practice.; Who would you ask for a contrarian read?

Red flags: Insular thinking; appeals to tradition; no challenge network.

Scoring: 1–5: 1=insular · 5=informed yet challenge-oriented.

Impact & Track Record

1. What is the most important outcome you delivered in the last 12 months? How do you know it mattered?

What good looks like: Names the business KPI, baseline→result, causal chain, and counter-metrics; credits collaborators.

Follow‑ups: What didn’t move, and why?; What did you de-prioritize?

Red flags: Outputs over outcomes; vanity metrics; solo-hero narrative.

Scoring: 1–5: 1=tasks · 3=some outcome · 5=clear, measured impact with guardrails.

2. Describe a time you changed or replaced a KPI that was driving the wrong behavior.

What good looks like: Explains harm of old KPI, proposes a better proxy with validation, and navigates alignment.

Follow‑ups: Who resisted and how did you bring them along?; What could break with the new KPI?

Red flags: No validation; measurement whiplash; politics over evidence.

Scoring: 1–5: 1=hand-wave · 5=measured, adopted change.

Cross‑Functional Influence

1. Give an example of influencing a peer team without authority.

What good looks like: Builds a coalition, uses shared goals, surfaces trade‑offs, and documents decisions.

Follow‑ups: Show the memo or decision log.; What did you concede?

Red flags: Escalates prematurely; blames; no mechanism for follow‑through.

Scoring: 1–5: 1=requests only · 5=durable alignment with artifacts.

2. Tell me about a conflict with a partner team and how it was resolved.

What good looks like: Owns their part, seeks shared facts, uses ‘disagree & commit’ when needed, and preserves relationship.

Follow‑ups: How would you prevent similar conflict next time?; What norms did you set?

Red flags: Triangulation; authority drops; relationship damage.

Scoring: 1–5: 1=drama · 5=principled resolution and learning.

Execution & Ownership

1. Walk me through a system or process you improved end‑to‑end. What changed for customers and for internal teams?

What good looks like: Shows As‑Is→To‑Be, constraints, cost/benefit, and operational metrics; calls out debt paydown.

Follow‑ups: Where does it still break?; What did you sunset?

Red flags: Local optimization; no customer impact; ignores ops load.

Scoring: 1–5: 1=partial fix · 5=systemic improvement with durability.

2. How do you balance BAU responsibilities with a strategic initiative?

What good looks like: Capacity plan, explicit trade‑offs, and visible status ritual; empowers others via SOPs.

Follow‑ups: Show your capacity model.; What slipped and why?

Red flags: Heroics; hidden work; missed commitments.

Scoring: 1–5: 1=reactive · 5=planned portfolio with guardrails.

Growth, Ethics & Culture

1. What feedback meaningfully changed how you work? What changed in outcomes afterward?

What good looks like: Names the behavior, mechanism, and measurable downstream effect; invites ongoing feedback.

Follow‑ups: Who gave you that feedback?; How do you solicit it now?

Red flags: Generic growth talk; no behavior change; defensiveness.

Scoring: 1–5: 1=lip service · 5=behavior→outcome link.

2. If promoted, where are you most likely to create risk in your first 90 days? What is your mitigation plan?

What good looks like: Self‑aware risk assessment, explicit guardrails, and mentorship/peer‑review plan.

Follow‑ups: Who will you ask to hold you accountable?; What early signals will you watch?

Red flags: Blind spots; overconfidence; no safety nets.

Scoring: 1–5: 1=naïve · 5=thoughtful risk management.

Tip: Align rubrics with your panel and capture evidence during the interview.