When we discuss successful hiring, we often focus on job descriptions, sourcing strategies, or candidate pipelines. But there’s one factor that’s consistently underrated: the hiring manager’s role in the interview process.
We’ve helped countless tech companies build outstanding teams. One thing is consistently clear: the most successful hires come from teams where hiring managers are actively engaged throughout the entire process.
Interviews are a two-way street
Today’s top candidates, especially in tech, aren’t just looking for a job. They’re assessing culture, leadership, and whether the team feels right. That means the interview isn’t just an evaluation of them, it’s also their first impression of you.
What sets great hiring managers apart?
Here’s what we consistently see from standout hiring managers:
🔹 They come prepared.
They’ve read the CV, aligned on interview structure, and know what skills or traits they’re looking for.
🔹 They communicate clearly.
From setting expectations to being transparent about the process, clarity builds trust.
🔹 They represent their culture.
Whether it’s through authenticity, enthusiasm, or simply being respectful of the candidate’s time, they show candidates what the team is about.
🔹 They listen more than they talk.
The best interviewers know how to draw out insights, not dominate the conversation.
🔹 They follow through.
Timely feedback, even when it’s a no, leaves a lasting positive impression.
The business case for better interviews
A strong interview experience boosts your employer brand even for candidates you don’t hire. In fact, according to several candidate experience surveys, candidates who had a positive experience are more likely to refer others, reapply, or speak well of your company.
Now multiply that by dozens (or hundreds) of interviews per year and you’ve got a strategic differentiator.
How our consultants at Agile Search support Hiring Managers:
We don’t just send CVs or fill roles, we support the entire hiring journey. That includes: