Interview Guide for

Business Development & Partnerships Manager

Partnership with Luxury Brands

This interview guide is designed to help you effectively evaluate candidates for the Business Development & Partnerships Manager role. It provides a structured approach to assess candidates' skills, experience, and fit for the position across multiple interviews and a work sample exercise.

The guide includes:

A screening interview to quickly assess initial fit
A work sample to evaluate practical skills
A hiring manager interview to dive deep into relevant experience
A behavioral competency interview to assess key traits
An executive interview for final evaluation

Each section contains specific questions, areas to probe, and a detailed scoring rubric to help standardize your evaluation process.

How to Use This Guide

Familiarize yourself with the entire guide before beginning the interview process.
Use the provided questions as a framework, but feel free to ask follow-up questions to gain deeper insights.
Take detailed notes during each interview to support your evaluation.
Use the scoring rubrics to objectively assess candidates after each interview.
Conduct a thorough debrief with all interviewers before making a final decision.

For more interview question ideas specific to this role, visit our Business Development interview questions page.

By following this guide, you'll be well-equipped to identify top talent for your Business Development & Partnerships Manager position. Remember, the key to successful hiring is consistency, objectivity, and thorough evaluation throughout the process.

Job Description

🚀 Business Development & Partnerships Manager

About [Company]

[Company] is [Value Proposition]. We pride ourselves on being dedicated to our customers and expect the same commitment from our team members. That means we prioritize [Company's key values].

🌟 About This Role

Reporting to the Head of Business Development, the Business Development Manager will be responsible for building, maintaining, and growing relationships in key sectors across the luxury ecosystem. This role will focus on expanding and educating [Company]'s existing partner base with an emphasis on new client onboarding, celebrating [Company]'s unique brand/guest experience touchpoints, and driving incremental sales.

📍 Location

While this position is remote, candidates who are located in [Location] are strongly preferred to better serve our market.

🔑 Key Responsibilities

Strategic Partnership Development: Solidify partnerships within the luxury sector, implementing collaborative partner engagement strategies to drive revenue growth and meet company objectives.
Market Expansion: Explore and secure partnerships that align with [Company]'s brand and growth strategy in new and existing markets.
Identify, Negotiate, and Manage: Drive strategic partnerships with luxury hotels, travel agencies, high-end lifestyle brands, and marquee event brand integrations.
Revenue Generation: Develop partnership strategies that drive revenue through exclusive offers, collaborations, and packages with partners.
Client Experience Enhancement: Nurture and develop existing partnerships. Engage with partners to develop new campaigns and communications that keep [Company] top of mind.
Performance Tracking: Monitor the success of partnerships and provide regular reports on performance, including ROI and client satisfaction.
Industry Knowledge: Maintain a strong knowledge of the competitive landscape and use this information to inform business decisions.
Cross-functional Collaboration: Engage effectively with teammates in Marketing, Business Development, Network Planning, and Operations to achieve results.

📋 Requirements

Experience: 5-7 years of business development or partnership engagement/management, with a focus on luxury products/services preferably in a high-growth setting.
Industry Knowledge: Strong understanding of the luxury landscape, including key players in the marketplace.
Relationship Builder: Proven ability to build and maintain high-level partnerships with luxury brands and premium lifestyle brands.
Sales Acumen: Strong negotiation and deal-making skills, with a focus on driving revenue and achieving strategic growth.
Communication Skills: Excellent written and verbal communication skills with the ability to present ideas clearly and confidently to internal and external stakeholders.
Project Management: Strong organizational skills and the ability to manage multiple projects and partnerships simultaneously while presenting new and innovative ideas.
Customer-Focused: A deep commitment to enhancing the guest experience and aligning partnerships with customer expectations.
Travel: Ability to travel up to 40% of the time to meet with partners, attend events, and expand [Company]'s presence in the luxury sector.
Culture: Adept at working in a fast-paced, high-pressure environment.
Education: Bachelor's degree in business, management, or a related field. MBA preferred but not required.

💼 Benefits & Compensation

Compensation: [Pay Range], based in [Location]. Exact compensation may vary based on skills, experience, and location.
Time Off: [Company's time off policy]
Benefits: [List of benefits]
Additional Benefits: [Any additional perks or benefits]

Hiring Process

Our hiring process is designed to be thorough and give you a comprehensive understanding of the role while allowing us to get to know you better. Here's what you can expect:

Screening Interview

An initial conversation with our recruiting team to discuss your background, experience, and interest in the role.

Work Sample: Partnership Proposal

You'll be asked to prepare a strategic partnership proposal, which you'll present during a 15-20 minute presentation followed by a Q&A session.

Hiring Manager Interview

A more in-depth discussion about your relevant work history and performance with the hiring manager.

Behavioral Competency Interview

An interview focused on assessing key behavioral competencies critical for success in this role.

Executive Interview

A final interview with a senior leader to further explore your experience and fit for the role.

We aim to make this process as smooth and informative as possible. At each stage, you'll have the opportunity to ask questions and learn more about [Company] and the Business Development & Partnerships Manager role.

Ideal Candidate Profile (Internal)

Role Overview

This role is crucial for driving business growth through strategic partnerships in the luxury sector. The ideal candidate will have a deep understanding of the luxury market, strong relationship-building skills, and the ability to identify and capitalize on revenue-generating opportunities.

Essential Behavioral Competencies

Strategic Thinking: Ability to identify and pursue long-term, high-value partnerships that align with company goals.
Relationship Management: Skill in building and maintaining strong relationships with high-level partners and internal stakeholders.
Negotiation: Proficiency in negotiating complex deals that benefit both [Company] and its partners.
Adaptability: Flexibility to adjust strategies and approaches in a fast-paced, evolving market.
Results Orientation: Strong drive to achieve and exceed revenue and partnership goals.

Example Goals for Role

Increase partner-driven revenue by 25% year-over-year through new partnerships and optimization of existing relationships.
Establish 3-5 new strategic partnerships with luxury brands that align with [Company]'s target market within the first year.
Improve partner satisfaction scores by 15% through enhanced communication and value proposition delivery.
Develop and implement a new partner onboarding program that reduces time-to-value by 30%.

Ideal Candidate Profile

Proven track record of success in business development or partnership management within the luxury sector
Extensive network of contacts in [relevant industries]
Demonstrated ability to drive revenue growth through strategic partnerships
Strong understanding of [Company]'s target market and value proposition
Excellent communication and presentation skills, with the ability to engage C-level executives
Self-motivated with a high level of initiative and the ability to work independently
Data-driven approach to decision-making and performance tracking
Cultural fit with [Company]'s values and work environment
Located in or willing to relocate to Location
MBA or equivalent experience (preferred but not required)

🔍 Screening Interview

📝 Directions for the Interviewer

This initial screening is crucial for quickly assessing if a candidate should move forward in the process. Focus on work eligibility, cultural fit, performance history, and key skills. Getting details on past performance early is essential. Ask all candidates the same questions to ensure fair comparisons.

💬 Directions to Share with Candidate

"I'll be asking you some initial questions about your background and experience to determine fit for our Business Development & Partnerships Manager role. Please provide concise but thorough answers. Do you have any questions before we begin?"

📋 Interview Questions

Are you legally authorized to work in [country] without sponsorship?

Areas to Cover:

Confirm work eligibility status
Any visa or work permit requirements

Possible Follow-up Questions:

When does your current work authorization expire?
Are there any restrictions on your ability to work?

Tell me about your most recent role in business development or partnership management within the luxury sector.

Areas to Cover:

Relevance of past experience
Types of partnerships managed
Industries or sectors involved

Possible Follow-up Questions:

What was the size of your partnership portfolio?
How did you measure the success of your partnerships?
Can you share a specific example of a successful partnership you developed?

What interests you most about this Business Development & Partnerships Manager role at our company?

Areas to Cover:

Knowledge of company/industry
Alignment with role expectations
Career motivations

Possible Follow-up Questions:

What do you know about our company and our position in the luxury market?
How does this role fit into your long-term career goals?
What excites you most about developing partnerships in the luxury sector?

Walk me through your approach to identifying and securing a new strategic partnership.

Areas to Cover:

Strategic thinking process
Research and preparation methods
Negotiation and closing techniques

Possible Follow-up Questions:

How do you typically identify potential partners?
What criteria do you use to evaluate the potential value of a partnership?
How do you handle objections or hesitations from potential partners?

Tell me about your biggest partnership or business development achievement in the past year.

Areas to Cover:

Quantifiable results
Strategic approach
Obstacles overcome

Possible Follow-up Questions:

What was the revenue impact of this achievement?
How did this partnership align with your company's overall strategy?
What specific strategies led to your success?

How do you stay current on trends in the luxury market and continuously improve your skills?

Areas to Cover:

Learning agility
Industry knowledge
Self-motivation

Possible Follow-up Questions:

What industry publications or resources do you find most valuable?
Have you attended any recent conferences or training sessions related to luxury partnerships?
How do you apply new learnings to your partnership strategies?

What questions do you have about the role or our company?

Areas to Cover:

Depth of candidate research
Genuine interest in role
Thoughtfulness of questions

Possible Follow-up Questions:

What excites you most about potentially joining our team?
Is there anything that gives you hesitation about the role?

📊 Interview Scorecard

Work Eligibility

0: Not Enough Information Gathered to Evaluate
1: Not eligible to work without sponsorship
2: Eligible with significant restrictions
3: Eligible with minor restrictions
4: Fully eligible without restrictions

Relevant Experience

0: Not Enough Information Gathered to Evaluate
1: No experience in luxury sector partnerships
2: Some partnership experience but limited luxury sector exposure
3: 3-5 years of relevant luxury sector partnership experience
4: 5+ years of highly relevant luxury sector partnership experience

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Unable to articulate a strategic approach to partnerships
2: Basic understanding of partnership strategy
3: Clear, structured approach to identifying and securing partnerships
4: Highly sophisticated, innovative partnership strategies

Industry Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of luxury market
2: Basic knowledge of luxury market trends
3: Strong understanding of luxury landscape and key players
4: Expert-level knowledge with unique insights into luxury market dynamics

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Difficulty expressing ideas clearly
2: Adequate communication skills
3: Clear and articulate communication
4: Exceptional communication skills with ability to engage and inspire

Cultural Fit

0: Not Enough Information Gathered to Evaluate
1: Poor alignment with company values and culture
2: Some misalignment with company values and culture
3: Good alignment with company values and culture
4: Excellent alignment and enthusiasm for company culture

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

💼 Work Sample: Partnership Proposal

📝 Directions for the Interviewer

This work sample assesses the candidate's ability to develop a strategic partnership proposal for a luxury brand. Provide the candidate with background information on your company and a potential partner. Evaluate their strategic thinking, creativity, and ability to articulate value propositions.

Best practices:

Give the candidate 24 hours to prepare before the interview
Limit the presentation to 15-20 minutes, followed by 10-15 minutes of Q&A
Take notes on specific ideas and strategies presented
Provide a brief opportunity for the candidate to self-reflect after the exercise

💬 Directions to Share with Candidate

"For this exercise, you'll develop a strategic partnership proposal between [Company] and [Luxury Brand X]. You'll have 24 hours to prepare a 15-20 minute presentation outlining your proposed partnership strategy. Your proposal should include:

Overview of the potential partner and rationale for the partnership
Key objectives and potential benefits for both parties
Proposed partnership structure and activities
Potential challenges and mitigation strategies
Success metrics and evaluation plan

After your presentation, we'll have 10-15 minutes for questions and discussion. Do you have any questions about the exercise?"

Provide the candidate with:

Brief overview of your company and services
Target customer profile
Information on the potential luxury brand partner
Any relevant market data or trends

📊 Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Proposal lacks clear strategy or alignment with company goals
2: Basic strategy with some alignment to company objectives
3: Well-developed strategy clearly aligned with company goals
4: Innovative, comprehensive strategy that exceeds expectations

Partner/Market Understanding

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of partner or luxury market dynamics
2: Basic grasp of partner and market, with some gaps
3: Strong understanding of partner and luxury market landscape
4: Exceptional insights into partner potential and market opportunities

Value Proposition Articulation

0: Not Enough Information Gathered to Evaluate
1: Unclear or weak value proposition for both parties
2: Basic value proposition with limited differentiation
3: Clear, compelling value proposition for both partners
4: Exceptional value proposition with unique, innovative benefits

Creativity and Innovation

0: Not Enough Information Gathered to Evaluate
1: Proposal lacks creativity or novel ideas
2: Some creative elements but mostly standard approaches
3: Creative proposal with several innovative ideas
4: Highly innovative proposal with unique, potentially game-changing ideas

Feasibility and Execution Planning

0: Not Enough Information Gathered to Evaluate
1: Unrealistic or poorly thought-out execution plan
2: Basic execution plan with some gaps or challenges
3: Solid, realistic plan for partnership execution
4: Comprehensive, well-considered plan with contingencies

Presentation Skills

0: Not Enough Information Gathered to Evaluate
1: Poor communication or inability to engage audience
2: Adequate presentation with some room for improvement
3: Clear, engaging presentation that effectively conveys ideas
4: Exceptional presentation skills, highly persuasive and polished

Goal: Increase partner-driven revenue by 25% year-over-year

0: Not Enough Information Gathered to Evaluate
1: Proposal unlikely to drive significant revenue growth
2: Proposal may drive some revenue growth, but unlikely to reach 25%
3: Proposal likely to achieve 25% revenue growth target
4: Proposal has potential to exceed 25% revenue growth target

Goal: Establish 3-5 new strategic partnerships with luxury brands within the first year

0: Not Enough Information Gathered to Evaluate
1: Approach unlikely to lead to new strategic partnerships
2: Approach may lead to 1-2 new partnerships
3: Approach likely to achieve 3-5 new partnerships
4: Approach has potential to exceed 5 new partnerships

Goal: Improve partner satisfaction scores by 15%

0: Not Enough Information Gathered to Evaluate
1: Proposal unlikely to improve partner satisfaction
2: Proposal may lead to some improvement in partner satisfaction
3: Proposal likely to achieve 15% improvement in partner satisfaction
4: Proposal has potential to exceed 15% improvement in partner satisfaction

Goal: Develop and implement a new partner onboarding program that reduces time-to-value by 30%

0: Not Enough Information Gathered to Evaluate
1: Proposal does not address partner onboarding or time-to-value
2: Proposal includes basic onboarding improvements
3: Proposal likely to achieve 30% reduction in time-to-value
4: Proposal has potential to exceed 30% reduction in time-to-value

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

👔 Hiring Manager Interview

📝 Directions for the Interviewer

This interview focuses on the candidate's relevant work history and performance. Ask the following questions for each relevant previous role, adapting as needed for time and the number of relevant roles. Ask all questions on the most recent or most relevant role. Probe for specific examples and quantifiable results. Pay attention to the progression of responsibilities and achievements across roles.

💬 Directions to Share with Candidate

"I'd like to discuss your relevant work experience in more detail. We'll go through each of your previous roles, focusing on your responsibilities, achievements, and lessons learned. Please provide specific examples and metrics where possible."

📋 Interview Questions

Of all the jobs you've held, which was your favorite and why?

Areas to Cover:

Career motivations
Values and preferences
Cultural fit indicators

Possible Follow-up Questions:

What aspects of that role do you hope to find in your next position?
How did that role challenge you or help you grow professionally?

What were your main responsibilities in this role?

Areas to Cover:

Scope of role
Types of partnerships managed
Industries or sectors involved

Possible Follow-up Questions:

How did your responsibilities evolve over time?
What was the most challenging aspect of the role?
How did this role prepare you for your next career step?

What were your key performance metrics and how did you perform against them?

Areas to Cover:

Specific targets and goals
Performance relative to peers
Consistency of achievement

Possible Follow-up Questions:

What strategies did you use to consistently meet/exceed your targets?
How did you recover from any periods of underperformance?
What tools or resources were most helpful in tracking and improving your performance?

Tell me about your most significant partnership or business development achievement in this role.

Areas to Cover:

Partnership scope and complexity
Strategic alignment with company goals
Quantifiable results and impact

Possible Follow-up Questions:

What was your specific role in securing and developing this partnership?
How did you navigate any obstacles or competition?
What lessons from this achievement have you applied to subsequent partnerships?

Describe a time when a potential partnership didn't work out. What happened and what did you learn?

Areas to Cover:

Ability to self-reflect
Lessons learned and applied
Resilience and adaptability

Possible Follow-up Questions:

How did you handle the disappointment personally and with your team?
What specific changes did you make to your approach after this experience?
How have you used this experience to improve your partnership development strategy?

Which job that you've had in the past does this one remind you of the most?

Areas to Cover:

Understanding of role requirements
Relevant past experiences
Enthusiasm for the position

Possible Follow-up Questions:

What skills from that role do you think will be most valuable in this position?
How do you see this role as a progression from your previous experience?
What new challenges do you anticipate in this role?

📊 Interview Scorecard

Relevant Experience

0: Not Enough Information Gathered to Evaluate
1: Limited relevant experience in luxury partnerships
2: Some relevant experience but gaps in key areas
3: Strong relevant experience aligned with role requirements
4: Extensive highly relevant experience exceeding role requirements

Performance History

0: Not Enough Information Gathered to Evaluate
1: Consistently underperformed against targets
2: Occasionally met targets with inconsistent performance
3: Consistently met or exceeded targets
4: Consistently top performer, significantly exceeding targets

Partnership Complexity

0: Not Enough Information Gathered to Evaluate
1: Primarily managed simple, transactional partnerships
2: Some experience with moderately complex partnerships
3: Proven success with complex, strategic luxury partnerships
4: Exceptional track record with high-value, multi-faceted luxury partnerships

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of strategic approach to partnerships
2: Basic strategic thinking in partnership development
3: Strong strategic approach aligned with business objectives
4: Exceptional strategic vision driving innovative partnerships

Learning and Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adapt or learn from experiences
2: Shows some ability to learn and adapt
3: Demonstrates good self-awareness and applies lessons learned
4: Highly self-aware with clear examples of continuous improvement and adaptation

Goal: Increase partner-driven revenue by 25% year-over-year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Establish 3-5 new strategic partnerships with luxury brands within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Improve partner satisfaction scores by 15%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Develop and implement a new partner onboarding program that reduces time-to-value by 30%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

🧠 Behavioral Competency Interview

📝 Directions for the Interviewer

This interview assesses the candidate's behavioral competencies critical for success in the Business Development & Partnerships Manager role. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

💬 Directions to Share with Candidate

"I'll be asking you about specific experiences from your past that relate to key competencies for this role. Please provide detailed examples, including the situation, your actions, the outcomes, and what you learned. Take a moment to think before answering if needed."

📋 Interview Questions

Tell me about a time when you had to develop a complex, long-term partnership strategy that aligned with your company's goals. How did you approach this challenge? (Strategic Thinking, Relationship Management)

Areas to Cover:

Analysis of company goals and market opportunities
Research and planning process
Stakeholder engagement and buy-in
Implementation and results

Possible Follow-up Questions:

How did you ensure alignment with different departments within your organization?
What obstacles did you encounter and how did you overcome them?
How did you measure the success of this partnership strategy?

Describe a situation where you had to negotiate a high-stakes partnership deal with a luxury brand. How did you prepare and execute your negotiation strategy? (Negotiation, Strategic Thinking)

Areas to Cover:

Preparation and research process
Understanding of partner's needs and motivations
Negotiation tactics and techniques used
Outcome and lessons learned

Possible Follow-up Questions:

How did you identify and prioritize your key negotiation points?
What compromises did you have to make, and how did you decide on them?
How did you handle any unexpected challenges during the negotiation process?

Give me an example of how you've adapted your partnership approach to meet changing market conditions or company priorities. (Adaptability, Results Orientation)

Areas to Cover:

Recognition of changing conditions
Analysis and decision-making process
Implementation of new strategies
Results and impact on partnerships

Possible Follow-up Questions:

How did you communicate these changes to existing partners?
What resources or support did you leverage to adapt quickly?
How has this experience influenced your approach to future partnerships?

📊 Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Struggles to think strategically about partnerships
2: Shows basic strategic thinking in partnership development
3: Demonstrates strong strategic approach to partnerships
4: Exhibits exceptional strategic vision driving innovative partnerships

Relationship Management

0: Not Enough Information Gathered to Evaluate
1: Difficulty building or maintaining partner relationships
2: Manages relationships adequately with some partners
3: Consistently develops strong, productive partner relationships
4: Masterfully cultivates and leverages high-value partnerships

Negotiation

0: Not Enough Information Gathered to Evaluate
1: Struggles with complex negotiations
2: Can handle basic negotiations effectively
3: Demonstrates strong negotiation skills in complex situations
4: Expert negotiator, consistently achieving optimal outcomes

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Resists change or struggles to adapt
2: Can adapt when given clear direction
3: Proactively adjusts approach based on market changes
4: Thrives in dynamic environments, driving positive change

Results Orientation

0: Not Enough Information Gathered to Evaluate
1: Lacks focus on achieving measurable results
2: Sometimes achieves results but inconsistently
3: Consistently focuses on and achieves strong results
4: Exceeds expectations, driving exceptional partnership outcomes

Goal: Increase partner-driven revenue by 25% year-over-year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Establish 3-5 new strategic partnerships with luxury brands within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Improve partner satisfaction scores by 15%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Develop and implement a new partner onboarding program that reduces time-to-value by 30%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

👨‍💼 Executive Interview

📝 Directions for the Interviewer

This interview further assesses the candidate's behavioral competencies from a different perspective. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

💬 Directions to Share with Candidate

📋 Interview Questions

Tell me about a time when you identified and secured a partnership opportunity that significantly expanded your company's market presence or customer base. How did you approach this? (Strategic Thinking, Results Orientation)

Areas to Cover:

Market analysis and opportunity identification
Partnership strategy development
Execution and stakeholder management
Measurable impact on business growth

Possible Follow-up Questions:

How did you prioritize this opportunity among other potential partnerships?
What challenges did you face in securing buy-in from internal stakeholders?
How did you measure and communicate the success of this partnership?

Describe a situation where you had to manage a partnership that wasn't meeting expectations. How did you address the issues and what was the outcome? (Relationship Management, Adaptability)

Areas to Cover:

Problem identification and analysis
Communication with partner and internal stakeholders
Strategy for improvement or resolution
Results and lessons learned

Possible Follow-up Questions:

How did you balance maintaining the relationship with addressing performance issues?
What steps did you take to prevent similar issues in future partnerships?
How did this experience influence your approach to partnership management?

Give me an example of how you've contributed to improving your team's or company's overall approach to partnerships in the luxury sector. (Strategic Thinking, Results Orientation)

Areas to Cover:

Identification of improvement opportunity
Development of new strategies or processes
Implementation and change management
Measurable impact on partnership performance

Possible Follow-up Questions:

How did you gain buy-in from leadership and team members?
What challenges did you encounter during implementation and how did you overcome them?
How have you continued to iterate on this improvement over time?

📊 Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Shows limited strategic insight into luxury partnerships
2: Demonstrates basic strategic thinking in partnership development
3: Exhibits strong strategic approach to luxury sector partnerships
4: Displays exceptional strategic vision driving innovative luxury partnerships

Results Orientation

0: Not Enough Information Gathered to Evaluate
1: Struggles to focus on or achieve measurable results
2: Occasionally achieves results but lacks consistency
3: Consistently drives strong results in partnerships
4: Exceeds expectations, delivering exceptional partnership outcomes

Relationship Management

0: Not Enough Information Gathered to Evaluate
1: Difficulty managing complex partner relationships
2: Adequately manages relationships with some partners
3: Effectively builds and maintains strong partner relationships
4: Masterfully cultivates and leverages high-value luxury partnerships

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adapt to changes in partnership dynamics
2: Can adapt when given clear direction
3: Proactively adjusts approach based on partner needs and market changes
4: Thrives in dynamic partnership environments, driving positive change

Goal: Increase partner-driven revenue by 25% year-over-year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Establish 3-5 new strategic partnerships with luxury brands within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Improve partner satisfaction scores by 15%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Develop and implement a new partner onboarding program that reduces time-to-value by 30%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

📝 Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or the leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

📋 Debrief Meeting Questions

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

📝 Directions for Conducting Reference Checks

When conducting reference checks, aim to gather context about the candidate's past performance. For roles where past performance is quantifiable, like sales, try to learn about the candidate's rank on prior teams if the reference knows of that.

Select references carefully and ask the candidate to set up the calls. Use high-quality questions and follow-up to make the reference checks more predictive.

Be cautious about overlooking red flags in the reference checks just because it's the final stage. Use this opportunity to validate or challenge beliefs formed about the candidate throughout the process.

📋 Reference Check Questions

In what capacity did you work with [Candidate Name], and for how long?

Guidance: This helps establish the context of the relationship and the reference's ability to speak to the candidate's performance.

What were [Candidate Name]'s primary responsibilities in their role?

Guidance: Use this information to compare with what the candidate shared and to understand the scope of their previous role.

How would you rate [Candidate Name]'s performance in developing and managing strategic partnerships, particularly in the luxury sector?

Guidance: Ask for specific examples to support the rating. This directly relates to the core responsibilities of the Business Development & Partnerships Manager role.

Can you describe a significant partnership or deal that [Candidate Name] was responsible for? What was their specific role, and what was the outcome?

Guidance: This question helps verify the candidate's claims about their achievements and provides insight into their strategic thinking and execution abilities.

How would you describe [Candidate Name]'s ability to negotiate complex deals and manage high-level relationships?

Guidance: Look for examples that demonstrate the candidate's skills in areas crucial for success in this role.

What areas do you think [Candidate Name] could improve upon or develop further?

Guidance: This question can reveal potential weaknesses or development areas that may not have come up in interviews.

On a scale of 1-10, how likely would you be to hire [Candidate Name] if you had an appropriate role available? Why?

Guidance: This question often elicits more honest feedback than a simple "would you rehire" question. Ask for specific reasons behind the rating.

📊 Reference Check Scorecard

Performance in Partnership Development

0: Not Enough Information Gathered to Evaluate
1: Below Expectations - Struggled to develop effective partnerships
2: Partially Meets Expectations - Developed some partnerships with mixed results
3: Meets Expectations - Consistently developed effective partnerships
4: Exceeds Expectations - Exceptional at developing high-value strategic partnerships

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Below Expectations - Limited strategic approach to partnerships
2: Partially Meets Expectations - Shows basic strategic thinking
3: Meets Expectations - Demonstrates strong strategic approach
4: Exceeds Expectations - Exceptional strategic vision driving innovative partnerships

Negotiation Skills

0: Not Enough Information Gathered to Evaluate
1: Below Expectations - Struggles with complex negotiations
2: Partially Meets Expectations - Handles basic negotiations effectively
3: Meets Expectations - Strong negotiation skills in complex situations
4: Exceeds Expectations - Expert negotiator, consistently achieving optimal outcomes

Relationship Management

0: Not Enough Information Gathered to Evaluate
1: Below Expectations - Difficulty maintaining partner relationships
2: Partially Meets Expectations - Manages relationships adequately
3: Meets Expectations - Builds and maintains strong partner relationships
4: Exceeds Expectations - Masterfully cultivates high-value partnerships

Overall Recommendation from Reference

0: Not Enough Information Gathered to Evaluate
1: Would not rehire or recommend (1-3 on scale)
2: Might rehire or recommend with reservations (4-6 on scale)
3: Would rehire or recommend (7-8 on scale)
4: Highly enthusiastic about rehiring or recommending (9-10 on scale)

Frequently Asked Questions

How should I prepare to use this interview guide?

Before conducting interviews, thoroughly review the entire guide, including all questions, scoring rubrics, and instructions. Familiarize yourself with the role requirements, key competencies, and goals. Consider conducting a mock interview with a colleague to practice using the guide.

Can I modify the interview questions?

While consistency is important for fair candidate comparisons, you can make minor adjustments to questions to better fit your company's specific needs. However, avoid significant changes that could alter the intent of the questions. If you need to replace a question, use the interview question links provided to find suitable alternatives that align with the competencies being assessed.

How long should each interview take?

The screening interview typically takes 20-30 minutes. The work sample presentation should be 15-20 minutes, followed by 10-15 minutes of Q&A. The hiring manager and behavioral competency interviews usually run 45-60 minutes each. Plan for some buffer time between interviews.

What if a candidate doesn't have direct experience in luxury partnerships?

Focus on transferable skills and experiences that demonstrate the key competencies required for the role. Use follow-up questions to probe how their past experiences might apply to luxury sector partnerships. The adaptability interview questions may be particularly helpful in this situation.

How should I handle candidates who give brief or vague answers?

Use the provided follow-up questions and probing techniques to encourage candidates to provide more detailed responses. Ask for specific examples and outcomes. If a candidate consistently gives vague answers, this may be noted in their evaluation under communication skills or relevant competencies.

What's the best way to use the scoring rubrics?

Complete the scoring rubric immediately after each interview while the information is fresh. Be as objective as possible, using the specific criteria provided for each score. Avoid letting one strong or weak area overly influence your overall perception. For more guidance, refer to our blog post on using interview scorecards.

How do I evaluate candidates against the role's goals?

For each goal, consider the candidate's relevant experience, strategic thinking, and approach to similar challenges. Use the work sample and behavioral questions to gauge their potential for achieving these goals. Look for evidence of past performance that aligns with the targets set for this role.

What if there's disagreement among interviewers during the debrief?

Encourage open discussion and ask interviewers to provide specific examples to support their assessments. Focus on the objective criteria in the scoring rubrics. If disagreement persists, consider conducting additional reference checks or another round of interviews focusing on the areas of concern. Our blog post on candidate debriefs offers more tips on handling these discussions effectively.