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The #1 think I look for in new hires is FIO.

Figure. It. Out.

When someone has the FIO factor, they find ways to win regardless of obstacles.

And you can get pretty damn far just by being:

• Results oriented

• Resourceful

• Reliable

I'm so bullish on this trait that I've built my hiring frameworks and interview process to look for people with FIO.

In this weeks newsletter I share the questions I ask and what good responses look like with you.

Whether you're a rep or sales hiring manager, I think it will be useful.

Let’s dive in.

1. Problem Solving:

In interviews I like to ask:

"Tell me about a problem you encountered that no one taught you how to solve."

What I'm listening for:

• Do they mention Google/YouTube/GPT as their first resource?

• Can they explain their thought process, not just actions?

• Did they try 2-3 approaches before succeeding?

Red flags:

• Vague answers without specific steps taken

• "I asked my manager what to do"

• "We didn't have training for that"

People that have FIO don't wait for instruction manuals. They create them.

2. Handling Ambiguity:

At the end of the interview process, I send candidates a deliberately vague task:

"Send me a cold email as if I was a potential prospect for [Company]”

Then I observe:

• Do they research our company/industry before responding?

• Do they include resources they'd use to figure it out?

• Do they ask clarifying questions before starting?

One of the best BDRs I’ve hired was a girl named Megan.

The cold email she shared is still one of the best I’ve seen.

When I asked her approach she told me that she started by connecting with reps on our team, took a course on cold outreach, then built her own template (see below).

I was sold - she had FIO.

3. Learning Speed:

A common interview question Execs like to ask:

"What's something you taught yourself recently? Walk me through your process."

People with FIO:

• Reverse-engineer expertise: imitate top performers, then iterate

• Set up accountability systems: peer groups, punishments etc.

• Apply learning to real problems

Their learning system is equally important to what they learned.

The FIO Hiring Checklist:

Things to look for when hiring for any role

1. Give deliberately vague assignments and observe their approach

2. Check if they've researched your company beyond the basics

3. Ask about problems they solved without training or guidance

4. Look for specific thought processes, not just outcomes

5. Test their learning speed with pre-interview material

Figure. It. Out.

Until next Thursday,

TSG

P.S. I reply to all emails.