When I interview for leadership positions, I often use "reverse interviews": I ask candidates to tell what they themselves would ask in my place. This gives me useful information and pleasantly diversifies the process. This post is about how and why I do it.

It's pretty obvious that when interviewing a team lead who will need to hire people for a team, it's worth checking if the candidate knows how to do it. Ask about the interview experience, the structure (what order you ask in what order), what you base your conclusions on, etc. It is very helpful to ask how the candidate evaluates the resume. In general, logical things for an interview with a team lead. But the post is not about that.

In addition to the obvious questions about what to ask future subordinates, I ask what you would ask the same future leads. That is, those who apply for the position for which you are now applying. (Sorry, this recursion, apparently, will follow us until the end of the post.) This "turns the board a little" - now the candidate is in the role of the questioner. And this is good.

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For me, the "reverse interview" is primarily an idea that goes beyond the traditional template, where only I, as an interviewer, come up with the questions. It's not the most important tool for interviewing team leads, but I love it and use it a lot.