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Hiring the right person makes the difference between growing your agency and drowning in drama. If you keep getting seduced by fancy resumes and generic answers, your team becomes a revolving door, your culture tanks, and projects spiral out of control. A tight interview script is your best shot at stopping that cycle and building a team that actually wants to win with you.
The trick is asking questions that slice past surface-level credentials and uncover the kind of grit, attitude, and agility you need to thrive. These are the ten questions every agency owner should add to their interview process—along with the green and red flags to watch for in every response.
1. Tell me about a time you had to pick up a new skill quickly for a client project. What did you learn and how did it impact the outcome?
What to listen for: Specifics, not vague claims about being a “fast learner.” You want someone who gives you measurable results, actionable steps, and humility about their journey. If they struggle to recall a real situation or focus only on the technical details, they may lack adaptability or client focus.
2. What is one agency process you found broken, and what did you do about it?
What to listen for: Initiative and problem-solving, maybe even some healthy pushback against the status quo. If their story ends at identifying the problem but not acting, you are looking at someone who will complain without taking responsibility—a major culture risk.
3. How do you handle feedback, especially when you disagree?
What to listen for: Honesty and maturity. Someone who says, “I never get upset” is either lying or lacks self-awareness. The ideal response mentions pausing, reflecting, and finding common ground—or at least committing to the agency’s goals even when personal preferences differ.
4. Describe a time things went south with a client. What did you do?
What to listen for: In agencies, things will go south. The best candidates own their part, communicate transparently, and work to fix the root issue. Beware of all-blame stories or candidates who only talk about getting defensive with the client.
5. What’s your approach to juggling priorities when everything is urgent?
What to listen for: In real agency life, chaos cannot be avoided. Strong answers involve proactive communication, ruthless prioritization, and a willingness to ask for help. If someone gets paralyzed or tries to do everything alone, you’re looking at a future bottleneck.
6. Give me an example of a time you improved team performance—how did you do it?
What to listen for: Collaboration, mentorship, and practical strategies. Avoid folks who just took over and “fixed” things solo. You want someone who uplifts others and makes the team stronger, not just the star player.
7. What do you do to keep learning and growing in marketing?
What to listen for: Continuous learners are worth their weight in gold. People who mention specific books, industry newsletters, conferences, or skill-building projects stand out. If you hear “I learn everything on the job,” expect stagnant growth and little innovation.
8. How do you deal with tight deadlines or workload spikes without burning out?
What to listen for: Top talent has routines and boundaries—think time blocking, short breaks, sprinting with purpose, and knowing when to flag overload. Beware of “I just push through it no matter what” answers. Those are the folks most likely to quit or get sloppy under pressure.
9. Describe a project or campaign you’re truly proud of. What was your role, and what made it successful?
What to listen for: Excitement and pride balanced with a realistic view of what they controlled. Candidates who attribute all success to themselves may not play well in a team environment. Those who give others credit and explain specifics—it shows self-awareness and leadership.
10. What does your ideal agency culture look like, and why?
What to listen for: This question cuts straight to fit. You want someone whose idea of a “great place to work” matches your vibe, your values, and how you intend to run the business. If their vision is miles off, it will never work long-term—no matter how skilled they are.
Every one of these questions pulls out more than keywords and canned responses. They give you a real feel for character, work ethic, and alignment with your agency’s mission. Ditching generic HR filler and zeroing in on these ten questions will give you a hiring edge instantly.
Systematize These Questions Today
- Build them into your process.
- Train your managers to dig deeper.
- Score every candidate using insights from this script.
You’ll make better, faster hiring decisions and finally build a team you can count on through thick and thin. No more headaches. No more chaos. Just results.
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