What Is This Call?
You’re about to have a 15–20 minute conversation with Zee, Zeeda’s AI interviewer. But this time, Zee is interviewing you — to learn exactly what you need in this hire.
This is the most important step in your hiring process. The context you share here becomes the foundation for how Zee evaluates every candidate. The better the briefing, the better your shortlist.
Why This Matters
Most hiring fails because of misalignment — the gap between what you actually need and what ends up in the job description. This call captures the real criteria that resumes and JDs miss. Think of it as teaching Zee to think like you.
What To Expect
Zee will guide the conversation naturally through several topic areas. You don’t need to prepare scripted answers — just think through the areas below so you can speak fluently about what you’re looking for.
The call covers: team context, must-have skills, role challenges, how you’ll measure success, deal-breakers, and what makes the role attractive. Zee will also ask about practical qualifications like work authorization and location requirements.
How To Prepare
Spend 10–15 minutes thinking through these areas before the call. Notes are fine — bullet points work great.
1. Your Team & Culture
Q1: Tell me about the team this person will join.
Zee wants to understand the working environment, team size, and dynamics.
How big is the team today? What are the key roles?
What’s the working style — collaborative, autonomous, fast-paced?
What kind of person tends to thrive here?
2. Essential Pre-Qualifications
Q2: What are the non-negotiable practical requirements?
These are covered early to avoid wasting time on candidates who can’t meet basic requirements.
Work authorization — do they need existing right to work, or can you sponsor?
Location — remote, hybrid, or in-office? If hybrid, how many days?
Any other absolute deal-breakers to screen for upfront?
3. Must-Have Skills & Experience
Q3: What skills and experience are essential for this role?
Be specific. Think about what someone needs on day one versus what they can learn.
What are the 3–5 must-have skills?
Which specific tools or platforms should they already know?
What separates your top performers from average hires in similar roles?
4. Nice-to-Have Skills & Background
Q4: What would make a candidate stand out beyond the essentials?
Think cherry-on-top, not requirements.
Bonus technical skills or certifications?
Industry background that would be particularly valuable?
Adjacent experience that would give them a head start?
5. Role Context & Challenges
Q5: What problems will this person solve and what challenges will they face?
This is where you go beyond the job description. What’s really going on?
What’s the biggest challenge in the first 3 months?
What problems are you hoping this hire will solve?
What does success look like at month 3 versus month 12?
6. Stakeholder Dynamics
Q6: Who will they work with and how much autonomy will they have?
Key day-to-day relationships and reporting structure
Level of autonomy versus needing approval
Cross-functional dependencies
7. Performance Expectations
Q7: How will you measure success?
Specific targets or KPIs for year one
What would make you think “we nailed this hire” after 6 months?
Any revenue, delivery, or growth metrics tied to this role?
8. Deal-Breakers & Red Flags
Q8: What would be an immediate “no” regardless of how strong they are?
Behaviors, backgrounds, or gaps that concern you
Things that look good on paper but signal a bad fit
Past hiring mistakes — what went wrong?
9. What Makes This Role Attractive
Q9: Why should a great candidate want this job?
Zee will use this to gauge candidate enthusiasm and cultural alignment.
What’s genuinely exciting about this opportunity?
Growth potential — where does this role lead?
What can you offer that competitors can’t?
10. Your Killer Interview Question
Q10: What question do you love asking that really separates strong candidates?
This is gold. Zee may incorporate a version of this into candidate interviews.
The question that consistently reveals who “gets it”
What does a great answer look like versus a mediocre one?