Resumes are marketing brochures. Interviews are theater. If you hire based on “Skills” listed on a CV, you will fill your company with mercenaries. They will do the work, but they will not build the future.
To build a World-Class Organization, you must filter for Agency.
The Definition of High Agency
A “High Agency” person does not wait for instructions. When they hit a wall, they do not stop and report, “Boss, there is a wall.” They climb it. They tunnel under it. They dynamite it. They view “Reality” as a suggestion, not a law.
The 3 Litmus Tests
Forget standard interview questions (“Where do you see yourself in 5 years?”). Use these tests to detect Agency.
1. The “Figure It Out” Test
Give them a vague, difficult problem during the trial phase.
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Low Agency: Asks 20 clarifying questions before starting.
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High Agency: Comes back 24 hours later with 3 potential solutions and a recommendation.
2. The “Janitor” Test
Watch how they treat the receptionist, the waiter, or the junior intern. High Agency people understand systems. They know that the “small” people run the machinery. If they are arrogant to the waiter, they have a fragile ego. A fragile ego cannot handle the truth. Fire them before you hire them.
3. The “Push Back” Test
During the interview, say something slightly incorrect or controversial.
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The Renter: Nods and agrees (Compliance).
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The Owner: Politely challenges you (Integrity). You do not want a “Yes Man.” You want a “Truth Man.”
The Protocol
Hire for Slope (Trajectory/Learning Speed), not Intercept (Current Skills). You can teach a High Agency person how to code or sell. You cannot teach a Low Agency person how to care.
#DhandheKaFunda: Renters wait for the radiator to be fixed. Owners buy a heater. Hire Owners.