Interviewing for Innovation Skills

Rethinking How We Interview: A Task-Based Approach to Hiring Hiring for roles that don’t neatly fit into industry norms requires a different approach—one that goes beyond traditional interviewing techniques. In my role as the head of learning design and learning science at Duolingo, I often hire for positions where the responsibilities are either unique or differ significantly from what candidates may have encountered before. This presents a challenge: how do you assess someone’s ability to excel in a role they’ve never had? Rather than focusing on past experiences in similar jobs, I prioritize how candidates can transfer their skills to new, uncharted territories. This is why I’ve moved away from the typical behavioral questions like “Tell me about a time when you…”. Instead, I embrace task-based interviewing. For example, when hiring learning designers who work on the Duolingo product, I don’t ask about their past experiences—the resume is all I need to be confident they meet our basic requirements. Instead, I show them a draft Duolingo lesson and ask how they would improve it. I present an exercise and inquire what they think works, what doesn’t, and how they would iterate on it. This isn’t just an interview—it’s a hands-on problem-solving session. This approach does more than just give me insight into a candidate’s thought process; it reveals their true potential to thrive in the role. It shows me how they can apply their skills in real-world scenarios, not just how they talk about their past. Task-based interviewing is more than a trend—it’s a necessity when you’re hiring for the future, not the past. It’s about finding those who can innovate, adapt, and excel in roles that may not yet have a clear roadmap. And in a fast-evolving industry like ours, that makes all the difference. #Hiring #Interviewing #Duolingo #Innovation #ProductInterviewing

Here is a sure way to stand out in this job market. Résumés and cover letters are not enough! One of my clients recorded a Loom video where they analyzed the company’s marketing strategy and shared actionable suggestions for improvement. They sent this directly to the hiring manager before their interview. The result? The hiring manager was blown away. Not only did it land them an interview, but it set the tone for the conversation, they went in already seen as a problem-solver and innovator. You don’t need to be a marketing expert to apply this idea. The key is to do your research and provide value. What challenges is the company facing? How can your unique perspective help them solve it? If creating a video feels intimidating, try writing a one-page value report outlining your insights. It’s still a bold move and shows you’re invested in the role. Have you stepped outside the box in your job search? #JobSearchTips

Most companies spend millions seeking diversity in hiring, then methodically crush diversity of thought. The true competitive advantage isn't just who you hire—it's letting them remain gloriously, disruptively themselves. After working with visionary leaders at Google, The Hershey Company, and the Minnesota Vikings, I've discovered that the most innovative organizations don't just tolerate their rule-breakers and square pegs—they celebrate them. These are visionary thinkers and leaders who lift your organization to new heights. Those rebellious, obsessive, audacious individuals whose character traits are typically seen as "vices" but are actually the foundations of their genius. Want to create a hiring environment where innovators can unleash their full potential? Here are seven questions empathetic leaders ask in interviews: 1. "What aspect of your identity is most important to you and why?" Visionary leaders and innovators often have multiple identities and take pride in all of them. This question acknowledges their complexity and signals they can bring their whole selves to work. 2. "What do people tell you about yourself that's supposed to be an insult, but you're secretly proud of?" Since childhood, most visionary thinkers have been told to shape up and stop being so … odd. For them, being misunderstood is almost a badge of honor. 3. "What are some challenging situations that brought out your best qualities?" Innovators often thrive in conditions others find burdensome; this shows how they transform obstacles into opportunities. 4. "What's your guilty pleasure or unusual interest?" Unique preoccupations often suggest a keen mind. When leaders show curiosity rather than judgment about these quirks, they create psychological safety. 5. "Would you feel comfortable being the only person like you on a team?" Great innovators often love being the square peg in the round hole—the tarantula on the wedding cake. 6. "What could we be doing better, and how would you fix it?" Innovators typically have strong opinions and innovative solutions. This invites constructive disruption. 7. "What's the one thing you will always fight for, no matter the cost?" This reveals character and values. Many innovators and visionaries have fought to be seen and respected. Understanding what they stand for helps align their passion with your mission. The organizations that will thrive in our volatile world aren't just diverse in appearance—they're diverse in thought. They've created cultures where misfits, rebels, and visionaries can flourish without buffing down their prickly edges. Because true innovation doesn't come from making everyone the same… …it comes from embracing the gloriously disruptive potential of those who see the world differently. Motto®

A project portfolio can open a door — But problem-solving will keep it open. Many young talents have been told: “If you have one or two great projects, you’ll land the job.” It’s a good start. But in this AI age: Employers want to see how you think when the situation is brand new. When I interview, I don’t just rely on your CV. I give you a fresh, unfamiliar scenario… and we talk through it together. Because in reality The workplace is full of problems you’ve never seen before. If you can take what you’ve learned from past projects and apply it to something different, you’re already ahead of the pack. The goal isn’t to just master tools. Tools will change. The real goal is to understand how things work so you can adapt and solve problems in any context. Here’s a quick checklist to know if you’re interview-ready: ✅ Can you explain a process without naming a single tool? ✅ Can you apply your skills to a problem you’ve never faced before? ✅ Can you explain why you made each decision? ✅ Can you work with incomplete resources? ✅ Can you teach someone else to solve a similar problem? If you can answer these confidently… You’re not just ready for the interview. You’re ready for the #work itself. Your #projects are proof of effort. Your adaptability is proof of value. What’s the toughest unexpected question or scenario you’ve faced in an interview?