Your hiring process is broken if it’s not standardized.
Period.
Too many multifamily leaders rely on gut feelings instead of a clear framework.
Emotions hire.
Structure builds teams.
The solution?
Wrap every interview around three laser-focused questions.
First, can the candidate do the job?
Skills matter.
Don’t assume competence—validate it.
Ask for specific examples.
Test where it makes sense.
You’re not filling a seat.
You’re solving a problem.
Second, will they do the job?
Ambition eats talent for breakfast.
A candidate with fire in their gut beats a lukewarm “rock star” every time.
Dig into past performance, not just their rehearsed answers.
Have they gone above and beyond?
Third, do they fit your culture?
Skills can be trained.
Attitude can’t.
Know your values and hire accordingly.
If your team is collaborative, a lone wolf will destroy morale.
If innovation drives you, a by-the-book thinker won’t thrive.
When you filter every hire through these three questions, guess what happens?
Turnover drops.
Productivity spikes.
And your team feels the difference.