Before interviewing anyone, agree on the specific qualities your ideal Product candidate should possess. A shared scorecard keeps interviews focused and decisions consistent.

Break the PM role into key areas and ask candidates to rate their own experience. Their answers and the examples behind them can reveal both their capabilities and self-awareness.

Define the process upfront, tell candidates exactly what to expect, and stick to it. A messy hiring experience says as much about your company as the candidate’s performance says about them.

Don’t judge candidates by whether they reach the “right” answer. Look at how they understand the problem, examine users and data, identify gaps, and only then move toward solutions.

Similarity can easily be mistaken for fit. Look for people who challenge you, complement the team’s existing strengths, and bring perspectives and capabilities you don’t already have.

An interview is a two-way evaluation. While you assess the candidate’s professional, personal, and team fit, they’re deciding whether your team and company deserve their talent.