3 Key Interview Questions to Build a High-Performing Team

RETN set out with an ambitious goal: to build a nine-figure business. Five years later, the company has doubled its revenue to nearly $80 million, bringing that objective within reach. But success wasn’t achieved by the founding team alone. It was driven by engineers, sales professionals, and support staff united by a shared commitment to growth and exceptional results.

At RETN, we operate by a core principle: a business is only as strong as its weakest link. Poor hiring decisions create bottlenecks that compromise performance. That’s why we prioritize meticulous hiring, regardless of role. Three specific interview questions have been instrumental in identifying the exceptional talent needed to sustain our growth.

Why Did You Leave Your First Real Job?

People leave jobs for many reasons. Some grow frustrated by a lack of learning opportunities. Others prioritize rapid advancement over steady progress. Compensation, project engagement, and career alignment also play a role. None of these reasons is inherently negative, but understanding them is critical.

What matters most is whether a candidate’s needs and approach align with your company and the role. High turnover is costly. According to the most recent Express Employment Professionals-Harris Poll survey, the average cost of replacing an employee has risen to over $45,000—up from $37,000 in the past year. This figure doesn’t account for lost momentum, disrupted training, or onboarding delays.

To avoid unnecessary financial and productivity costs, assess what energizes and frustrates a candidate. A dynamic, mixed-role environment may suit someone who thrives on variety, while a structured role may better fit a candidate who prefers routine. The best candidate on paper isn’t always the best fit. The right answer depends entirely on the role.

What Do You Know About Our Company?

Many applicants adopt a ‘spray and pray’ approach, submitting hundreds of generic applications with recycled resumes and cover letters. These candidates aren’t invested in your company. They’re seeking any job, salary bump, or title upgrade. They lack interest in long-term growth and may leave at the first sign of quick advancement—even if it harms their career trajectory.

We don’t hire employees who apply indiscriminately. While it’s challenging to detect this from an application alone, the level of research (or lack thereof) before the interview speaks volumes. Asking insightful questions is another clear indicator of commitment.

Most candidates ask about flexible work policies or my personal experience at the company. Exceptional candidates, however, focus on operations, challenges, and growth opportunities. Here are examples of questions high-performing candidates have asked me:

• “What are the biggest operational challenges the company is currently facing?”
• “How does the team measure success, and what metrics are most critical?”
• “What opportunities exist for professional development and career progression?”