Interview Guide for

Event Manager

This comprehensive guide provides a carefully crafted interview framework for Event Managers, featuring strategic questions to identify candidates with exceptional organizational abilities, creativity, and execution skills. Designed to help hiring teams identify top talent who can seamlessly plan and deliver successful events while managing multiple stakeholders, this guide leverages behavioral interview techniques and a practical work sample to evaluate real-world capabilities.

How to Use This Guide

This interview guide serves as your roadmap to identifying exceptional Event Manager talent. Here's how to make the most of it:

Customize for Your Needs - Adapt this guide to reflect your company's specific events, culture, and requirements
Collaborate With Your Team - Share this guide with everyone involved in the hiring process to ensure consistency and alignment
Structure Your Process - Follow the sequence outlined to thoroughly evaluate each candidate across key competencies
Utilize Follow-Up Questions - Dig deeper with the provided follow-up questions to uncover the full context of candidates' experiences
Score Independently - Have each interviewer complete their scorecard before discussing impressions to avoid bias

For more guidance on conducting effective interviews, check out our resources on how to conduct a job interview and using structured interviews when hiring.

Job Description

Event Manager

About [Company]

[Company] is a dynamic organization in the [Industry] space known for delivering exceptional experiences. We're a team of creative problem-solvers dedicated to excellence and innovation in everything we do.

The Role

We're seeking an experienced Event Manager to plan and execute a variety of events that will help us connect with our audience, showcase our offerings, and strengthen our brand. This role is crucial to our ongoing success as events represent significant touchpoints with our customers, partners, and internal teams.

Key Responsibilities

Plan and manage a diverse portfolio of events, including conferences, trade shows, webinars, internal meetings, and product launches
Develop creative event concepts aligned with company goals and target audience needs
Manage end-to-end event logistics including venue selection, vendor management, registration, and on-site coordination
Create and manage event budgets, ensuring cost-effectiveness while delivering exceptional experiences
Collaborate with marketing, sales, and executive teams to align event strategies with broader business objectives
Oversee event marketing and promotion efforts to drive attendance
Analyze event performance and prepare comprehensive post-event reports with recommendations for improvement
Stay current on industry trends and best practices in event management

What We're Looking For

3+ years of experience in event planning and management, with proven success executing events of varying sizes and complexities
Exceptional organizational, multitasking, and time management skills
Strong communication and negotiation abilities for effective vendor and stakeholder management
Creative problem-solving skills and adaptability to changing circumstances
Experience with event registration platforms and management software
Demonstrated budget management capabilities
Bachelor's degree in marketing, communications, hospitality, or related field preferred
Positive, collaborative attitude with a passion for creating memorable experiences

Why Join [Company]

At [Company], we offer the opportunity to create impactful events that drive our business forward in a collaborative, innovative environment. We value creativity, excellence, and continuous improvement.

Competitive compensation package: [Pay Range]
Comprehensive benefits including health insurance, retirement plans, and paid time off
Professional development opportunities and career growth
Collaborative work environment with talented, passionate colleagues
[Additional benefits specific to your company]

Hiring Process

We've designed a streamlined interview process to help us get to know you and your capabilities while respecting your time:

Initial Screening Call - A 30-minute conversation with our recruiting team to discuss your background and experience.
Event Planning Work Sample - You'll be asked to prepare a high-level event plan for a scenario we'll provide, giving you the opportunity to demonstrate your approach to event planning.
Event Management Interview - A deeper conversation about your approach to event execution, problem-solving, and stakeholder management.
Team & Stakeholder Interview - Meet with key team members and stakeholders to discuss collaboration and cross-functional work.

Ideal Candidate Profile (Internal)

Role Overview

The Event Manager will be responsible for conceptualizing, planning, and executing various events that align with our company goals and engage our target audiences. The ideal candidate is a highly organized professional who can manage complex logistics while maintaining creative vision and delivering exceptional experiences within budget constraints. They will serve as the primary point of contact for all event-related activities and must excel in high-pressure situations with changing priorities.

Essential Behavioral Competencies

Project Management - Ability to plan, organize, and execute complex events with multiple components, stakeholders, and timelines. Maintains control of all project elements while adapting to changing circumstances.

Creative Problem-Solving - Approaches challenges with innovative solutions and flexibility. Thinks quickly on their feet to address unexpected issues that arise during event planning or execution.

Stakeholder Management - Effectively communicates with and manages relationships across diverse internal and external stakeholders. Balances competing priorities and negotiates solutions that satisfy multiple perspectives.

Budget Management - Develops and adheres to event budgets, making strategic decisions about resource allocation to maximize impact. Negotiates with vendors to ensure cost-effectiveness without sacrificing quality.

Attention to Detail - Maintains meticulous oversight of all event elements, from major logistics to subtle nuances that enhance the attendee experience. Prevents issues through careful planning and quality control.

Desired Outcomes

Plan and execute 4-6 major events annually that achieve attendance targets and receive satisfaction ratings of 85%+ from attendees and stakeholders
Develop and manage event budgets with variance of less than 5% from approved plans
Create cohesive event experiences that strengthen our brand and generate measurable business outcomes (leads, sales, partnership opportunities)
Build and maintain a reliable network of vendors and partners who consistently deliver high-quality services at competitive rates
Implement process improvements that increase efficiency and reduce planning time by 15% year-over-year

Ideal Candidate Traits

Experience Level: Has managed a diverse portfolio of events including virtual, hybrid, and in-person formats with varying sizes and complexity
Industry Knowledge: Familiar with best practices in event management and stays current on industry trends and innovations
Technical Aptitude: Proficient with event management software, registration platforms, and digital tools for planning and execution
Communication Style: Clear, confident communicator who can articulate vision to stakeholders and provide direction to vendors and team members
Work Style: Self-motivated and proactive, with the ability to work independently while collaborating effectively with cross-functional teams
Temperament: Maintains composure under pressure and approaches challenges with a positive, solution-focused attitude
Values Alignment: Demonstrates passion for creating exceptional experiences and takes pride in meticulous execution

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly assess the candidate's basic qualifications, relevant experience, and potential fit for the Event Manager role. Focus on understanding their background in event management, their approach to planning and execution, and their experience managing budgets and stakeholders. This screening should help determine if the candidate has the fundamental skills and experience necessary to move forward in the process.

Best practices:

Review the candidate's resume before the call to personalize your questions
Listen for specific examples rather than general statements
Note how they describe their approach to challenges
Pay attention to how they discuss working with different stakeholders
Save 5-10 minutes at the end for candidate questions
Assess both technical qualifications and potential cultural fit

Directions to Share with Candidate

During this 30-minute conversation, I'll be asking about your event management experience and approach. I'd appreciate specific examples from your past work that demonstrate your skills in planning and executing events. We'll discuss your experience with various types of events, how you manage budgets and stakeholders, and what you enjoy most about event management. Feel free to ask questions throughout or at the end of our conversation.

Interview Questions

Tell me about your experience planning and managing different types of events.

Areas to Cover

Types and sizes of events managed (conferences, trade shows, virtual events, etc.)
Level of responsibility and autonomy in previous roles
Scope of the largest event they've managed
Variety of industries or contexts they've worked in
Evolution of their role and responsibilities over time

Possible Follow-up Questions

What was the most complex event you've managed and what made it challenging?
How do your approaches differ when planning different types of events?
What size of budget have you typically managed for events?
How have your past experiences prepared you for this role?

Walk me through your process for planning and executing an event from concept to completion.

Areas to Cover

Their systematic approach to event planning
How they develop timelines and manage deadlines
Methods for tracking details and progress
How they collaborate with other departments
What tools or software they use to stay organized

Possible Follow-up Questions

How far in advance do you typically begin planning for a major event?
How do you ensure nothing falls through the cracks?
What planning documents or systems do you create and maintain?
How do you adapt your process for events with short timelines?

Describe a time when you had to manage a tight budget for an event. How did you approach it?

Areas to Cover

Their budgeting methodology and prioritization strategy
Negotiation techniques with vendors
Creative solutions to maximize impact with limited resources
Experience tracking and controlling costs
Process for reporting on budget performance

Possible Follow-up Questions

What were the specific constraints you faced with this budget?
What trade-offs did you have to make and how did you decide?
How did you communicate budget limitations to stakeholders?
What was the outcome of your budget management approach?

Tell me about a time when something went wrong during an event. How did you handle it?

Areas to Cover

Their problem-solving approach under pressure
Ability to make quick decisions
Communication with stakeholders during crisis
Preventative measures they now take
Lessons learned from the experience

Possible Follow-up Questions

What immediate actions did you take when you discovered the problem?
How did you communicate with team members and stakeholders?
What would you do differently if you faced a similar situation again?
How has this experience changed your approach to event planning?

How do you manage relationships with vendors, speakers, and other external stakeholders?

Areas to Cover

Approaches to vendor selection and management
Contract negotiation experience
Communication strategies for different stakeholders
Methods for managing expectations
Conflict resolution techniques

Possible Follow-up Questions

How do you evaluate potential vendors before selecting them?
What's your approach to negotiating contracts and terms?
Tell me about a difficult stakeholder situation and how you resolved it.
How do you maintain productive relationships over time?

Describe how you measure the success of an event. What metrics do you track?

Areas to Cover

Understanding of both quantitative and qualitative metrics
Experience with post-event analysis
Approaches to gathering attendee feedback
Methods for reporting results to leadership
How they use data to improve future events

Possible Follow-up Questions

What tools do you use to collect and analyze event data?
How do you incorporate feedback into future event planning?
How do you align metrics with business objectives?
Can you share an example of how event analytics led to improvements?

Interview Scorecard

Event Management Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience with basic events or primarily administrative support roles
2: Some experience managing mid-sized events but lacks breadth or depth
3: Solid experience planning and executing various event types with demonstrable success
4: Extensive experience managing complex events across multiple formats with strategic oversight

Project Management & Organization

0: Not Enough Information Gathered to Evaluate
1: Demonstrates basic organizational skills but lacks systematic approach
2: Shows adequate organizational abilities but may struggle with complex projects
3: Exhibits strong organizational systems and methodology for managing events
4: Demonstrates exceptional project management with sophisticated approaches to planning and execution

Budget Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience with budgets or primarily worked with predefined budgets
2: Some experience managing event budgets but lacks strategic approach
3: Demonstrated ability to develop, manage, and optimize event budgets effectively
4: Exceptional budget management skills with proven success maximizing resources and delivering ROI

Problem-Solving Ability

0: Not Enough Information Gathered to Evaluate
1: Reactive approach to problems; limited examples of effective resolution
2: Can address predictable challenges but may struggle with complex issues
3: Demonstrates good problem-solving with examples of creative solutions
4: Exceptional problem-solver who anticipates issues and implements innovative solutions

Plan and execute 4-6 major events annually with 85%+ satisfaction

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

Develop and manage event budgets with <5% variance

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

Create cohesive event experiences that strengthen the brand

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

Build and maintain a reliable vendor network

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

Implement process improvements to increase efficiency by 15%

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

Overall Recommendation

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

Event Planning Work Sample

Directions for the Interviewer

This work sample assesses the candidate's practical event planning skills, creativity, strategic thinking, and attention to detail. It will reveal how they approach an event from concept to execution plan and how they align events with business objectives. Share the scenario with the candidate 24-48 hours before the interview to allow adequate preparation time.

After receiving their plan, review it thoroughly before the interview. During the discussion, focus on understanding their thought process, priorities, and how they made key decisions. This exercise should demonstrate their planning methodology, creativity, budget consciousness, and ability to connect event elements to strategic goals.

Best practices:

Provide clear instructions and expectations
Send the scenario promptly to give adequate preparation time
Review their submission before the interview
Ask questions that reveal their thought process, not just the final plan
Look for evidence of strategic thinking, not just logistical competence
Evaluate how they balance creativity with practical constraints
Assess their presentation skills as they explain their plan

Directions to Share with Candidate

Thank you for advancing to the event planning work sample stage. This exercise helps us understand your approach to event planning and strategy.

Event Planning Scenario:

You need to plan a half-day product launch event for [Company]'s newest offering. The event should accommodate 100-150 attendees including customers, prospects, partners, and media. Your total budget is $50,000.

Please prepare a high-level event plan (2-3 pages) that includes:

Event concept and theme aligned with business objectives
Venue considerations and setup recommendations
Agenda outline
Key stakeholders and their roles
Budget allocation across major categories
Promotion strategy
Success metrics

During our meeting, you'll have 15 minutes to present your plan, followed by 30 minutes of discussion. We're interested in your planning approach and thought process as much as the specific recommendations.

There's no perfect answer—we want to see how you think about event strategy and execution. Please submit your plan at least 24 hours before our scheduled meeting.

Interview Questions

Walk me through the overall concept you've developed for this product launch event and your rationale behind it.

Areas to Cover

How they tied the event concept to business objectives
The creative elements they incorporated
The positioning and messaging strategy
How they considered the target audience in their concept
Their thought process around the theme development

Possible Follow-up Questions

How would you adjust this concept if the audience were primarily technical users?
What other themes did you consider and why did you select this one?
How does this concept differentiate from typical product launch events?
How would you scale this concept for a larger or smaller audience?

Explain your venue selection criteria and setup recommendations for this event.

Areas to Cover

Their venue evaluation approach
How they considered the flow of the event
Practical considerations for the setup
Contingency planning elements
How venue selection supports the overall concept

Possible Follow-up Questions

What would be your top three venues for this type of event in [location]?
How would you adapt if the venue had space constraints?
What considerations would you make for a hybrid component to this event?
What are your must-haves versus nice-to-haves for a venue like this?

Talk me through your budget allocation. How did you prioritize spending for maximum impact?

Areas to Cover

Their approach to budgeting
Understanding of typical event costs
Areas where they chose to invest more heavily
Areas where they found cost efficiencies
Contingency budget planning

Possible Follow-up Questions

If your budget were cut by 20%, where would you make adjustments?
What elements would you enhance if given an additional $10,000?
How did you determine the right balance between essential and experiential elements?
What hidden costs should we be prepared for with this type of event?

How would you measure the success of this product launch event? What metrics and data collection methods would you use?

Areas to Cover

Their understanding of event ROI
Alignment of metrics with business objectives
Methods for data collection before, during, and after
Qualitative and quantitative measurements
Approach to analyzing and reporting results

Possible Follow-up Questions

How would you track long-term impact beyond the event day?
What tools would you use to collect and analyze this data?
How would you present results to executive stakeholders?
How would you use these metrics to improve future events?

Interview Scorecard

Strategic Alignment

0: Not Enough Information Gathered to Evaluate
1: Plan lacks clear connection to business objectives
2: Basic understanding of aligning event with goals, but execution needs refinement
3: Strong alignment between event concept and business objectives
4: Exceptional strategic thinking with innovative ways to achieve multiple business goals through the event

Event Concept & Creativity

0: Not Enough Information Gathered to Evaluate
1: Generic concept lacking originality or brand alignment
2: Adequate concept with some creative elements but nothing standout
3: Well-developed, creative concept with clear brand alignment
4: Highly innovative concept that would differentiate the event and create memorable experiences

Budget Management

0: Not Enough Information Gathered to Evaluate
1: Unrealistic budget allocation or major categories missing
2: Reasonable allocation but lacks detail or contingency planning
3: Comprehensive budget with thoughtful allocation across categories
4: Sophisticated budget approach with strategic investments and creative cost efficiencies

Logistical Planning

0: Not Enough Information Gathered to Evaluate
1: Basic logistical considerations with significant gaps
2: Adequate logistics covering major elements but lacking detail
3: Comprehensive logistics with good attention to detail
4: Exceptional logistical planning that anticipates challenges and offers sophisticated solutions

Plan and execute 4-6 major events annually with 85%+ satisfaction

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Planning Approach
2: May Partially Achieve This Goal with Additional Development
3: Likely to Achieve This Goal Based on Planning Approach
4: Likely to Exceed This Goal Based on Exceptional Planning Skills

Develop and manage event budgets with <5% variance

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Budget Approach
2: May Partially Achieve This Goal with Better Controls
3: Likely to Achieve This Goal Based on Budget Methodology
4: Likely to Exceed This Goal Based on Sophisticated Budget Management

Create cohesive event experiences that strengthen the brand

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Concept Development
2: May Partially Achieve This Goal with More Brand Alignment
3: Likely to Achieve This Goal Based on Brand-Centered Approach
4: Likely to Exceed This Goal Based on Innovative Brand Integration

Build and maintain a reliable vendor network

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Vendor Approach
2: May Partially Achieve This Goal with Better Vendor Management
3: Likely to Achieve This Goal Based on Vendor Considerations
4: Likely to Exceed This Goal Based on Strategic Vendor Approach

Implement process improvements to increase efficiency by 15%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Process Approach
2: May Partially Achieve This Goal with Process Refinement
3: Likely to Achieve This Goal Based on Systematic Approach
4: Likely to Exceed This Goal Based on Innovative Process Design

Overall Recommendation

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

Event Management Interview

Directions for the Interviewer

This interview focuses on the candidate's event execution abilities, problem-solving skills, and experience managing the operational aspects of events. You're looking to assess their ability to handle the actual implementation of events, manage unexpected challenges, and deliver successful outcomes under pressure. Pay special attention to their adaptability, decision-making process, and how they leverage resources to solve problems.

The goal is to determine if the candidate can not only plan events but also execute them effectively while managing multiple stakeholders, vendors, and potentially challenging situations. Listen for specific examples that demonstrate their ability to maintain control in high-pressure environments while still delivering excellent experiences.

Best practices:

Ask for specific examples of event execution, not theoretical approaches
Listen for concrete problem-solving strategies
Assess their ability to make decisions under pressure
Explore their approach to managing multiple stakeholders
Look for evidence of learning and improvement over time
Consider how they balance attention to detail with the big picture
Reserve time for candidate questions

Directions to Share with Candidate

In this interview, we'll focus on your experience executing events and managing challenges that arise during implementation. I'm interested in specific examples that demonstrate your ability to handle the operational aspects of event management, solve problems in real-time, and work effectively with various stakeholders. Please share detailed examples from your past experiences, including the context, challenges you faced, actions you took, and results you achieved.

Interview Questions

Tell me about a complex event you managed where you had to coordinate multiple stakeholders with competing priorities. How did you handle it? (Stakeholder Management)Areas to Cover

Their approach to understanding different stakeholder needs
Specific techniques used to balance competing priorities
Communication strategies used with different groups
How they built consensus or made difficult decisions
The ultimate outcome and stakeholder satisfaction

Possible Follow-up Questions

How did you identify and prioritize the most important stakeholder needs?
What specific conflicts arose and how did you resolve them?
How did you communicate difficult decisions to stakeholders?
What would you do differently if faced with a similar situation?

Describe a time when you had to deal with a significant unexpected issue during an event. How did you respond? (Creative Problem-Solving)Areas to Cover

The nature of the issue and its potential impact
Their immediate response and decision-making process
Resources or people they leveraged to solve the problem
How they communicated with affected parties
Preventative measures implemented afterward

Possible Follow-up Questions

How did you prioritize your actions when the issue arose?
Who did you involve in resolving the situation?
How did you maintain composure during this crisis?
What systems have you put in place to prevent similar issues?

Walk me through how you've managed event logistics for a particularly complex event. What was your approach to ensuring everything ran smoothly? (Project Management)Areas to Cover

Their systematic approach to managing logistics
Tools or methods used to track details
Vendor management strategies
Quality control processes
Contingency planning elements

Possible Follow-up Questions

What specific tools or systems did you use to manage all the details?
How did you coordinate between different vendors and service providers?
What backup plans did you have in place?
How did you handle last-minute changes or adjustments?

Tell me about a time when you had to manage an event with significant budget constraints. How did you deliver a successful experience while controlling costs? (Budget Management)Areas to Cover

Their approach to prioritizing spending
Creative solutions for maximizing impact with limited resources
Negotiation strategies with vendors
How they managed stakeholder expectations
The outcome and lessons learned

Possible Follow-up Questions

What specific cost-saving measures did you implement?
How did you decide where to invest more and where to cut back?
What was your approach to negotiating with vendors?
How did you maintain quality while reducing costs?

Describe your experience managing virtual or hybrid events. What unique challenges did you face and how did you address them? (Attention to Detail)Areas to Cover

Their experience with digital event platforms
Technical challenges encountered and solutions implemented
Approaches to maintaining engagement in virtual settings
Integration between in-person and virtual components
Metrics used to evaluate success

Possible Follow-up Questions

How did you select the right platform for your virtual events?
What techniques have you found most effective for increasing virtual attendee engagement?
How did you handle technical difficulties during live virtual events?
How do you create cohesive experiences for both in-person and virtual attendees?

How have you gathered and incorporated feedback to improve events over time? Give me a specific example. (Continuous Improvement)Areas to Cover

Methods used for collecting feedback from different audiences
Process for analyzing and prioritizing feedback
Specific improvements implemented based on feedback
How they measured the impact of changes
Approach to communicating improvements to stakeholders

Possible Follow-up Questions

What tools or methods do you use to collect event feedback?
How do you differentiate between useful feedback and outlier opinions?
Can you give an example of a major change you made based on feedback?
How do you incorporate feedback into event planning workflows?

Interview Scorecard

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Struggles to balance competing priorities; limited stakeholder management examples
2: Can manage standard stakeholder interactions but may struggle with complex situations
3: Effectively manages diverse stakeholders and balances competing priorities
4: Exceptional ability to navigate complex stakeholder dynamics with sophisticated strategies

Creative Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Reactive problem solver with limited examples of innovative solutions
2: Adequate problem-solving abilities but relies on conventional approaches
3: Strong problem-solver who implements effective solutions under pressure
4: Exceptional problem-solver who anticipates issues and delivers innovative solutions

Project Management

0: Not Enough Information Gathered to Evaluate
1: Basic project management skills with gaps in systematic approach
2: Adequate organization but may struggle with highly complex logistics
3: Strong project management with systematic approaches to complex logistics
4: Exceptional project manager with sophisticated systems for flawless execution

Budget Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience optimizing budgets or negotiating with vendors
2: Adequate budget management but lacks strategic approach to maximizing value
3: Strong budget management with good negotiation skills and resource optimization
4: Exceptional budget manager who consistently delivers premium experiences cost-effectively

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Misses important details; limited examples of meticulous execution
2: Handles most details but may overlook subtle elements that enhance experiences
3: Strong attention to detail with systematic approaches to quality control
4: Exceptional eye for detail with evidence of elevating events through thoughtful touches

Plan and execute 4-6 major events annually with 85%+ satisfaction

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Execution Abilities
2: May Partially Achieve This Goal with Additional Support
3: Likely to Achieve This Goal Based on Demonstrated Capabilities
4: Likely to Exceed This Goal Based on Exceptional Execution Skills

Develop and manage event budgets with <5% variance

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Financial Management Approach
2: May Partially Achieve This Goal with Better Controls
3: Likely to Achieve This Goal Based on Demonstrated Budget Management
4: Likely to Exceed This Goal Based on Exceptional Financial Discipline

Create cohesive event experiences that strengthen the brand

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Event Design Approach
2: May Partially Achieve This Goal with More Strategic Focus
3: Likely to Achieve This Goal Based on Brand-Conscious Execution
4: Likely to Exceed This Goal Based on Exceptional Brand Experience Design

Build and maintain a reliable vendor network

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Vendor Management Approach
2: May Partially Achieve This Goal with Improved Relationship Management
3: Likely to Achieve This Goal Based on Vendor Relationship Examples
4: Likely to Exceed This Goal Based on Strategic Vendor Partnership Approach

Implement process improvements to increase efficiency by 15%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Process Improvement Examples
2: May Partially Achieve This Goal with More Systematic Approach
3: Likely to Achieve This Goal Based on Process Innovation Examples
4: Likely to Exceed This Goal Based on Demonstrated Efficiency Achievements

Overall Recommendation

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

Team & Stakeholder Interview

Directions for the Interviewer

This interview assesses the candidate's ability to collaborate with cross-functional teams and manage various stakeholders effectively. As successful event management requires coordinating with multiple departments and external partners, this evaluation is crucial. The interview should include team members who would work closely with the Event Manager (e.g., marketing, sales, executive team members).

Focus on understanding how the candidate builds relationships, communicates across different functions, manages expectations, and drives alignment around event objectives. Look for evidence of their collaborative nature, communication skills, and ability to influence without direct authority.

Best practices:

Include diverse stakeholders in this interview panel
Focus on collaboration and communication skills
Assess how they navigate competing priorities
Look for evidence of relationship building
Evaluate their ability to influence without authority
Consider how they present their ideas and receive feedback
Ensure all interviewers can provide input during evaluation

Directions to Share with Candidate

In this interview, you'll meet with several team members who work closely with the Event Manager role. We're interested in learning about your approach to cross-functional collaboration and stakeholder management. Please share examples of how you've worked with different departments and external partners to achieve successful outcomes. We're evaluating not just your event management skills, but also how you build relationships, communicate across teams, and align diverse perspectives around common goals.

Interview Questions

How do you typically collaborate with marketing teams to ensure events align with broader marketing strategies and campaigns? (Stakeholder Management)Areas to Cover

Their approach to understanding marketing objectives
Methods for integrating event planning with marketing campaigns
Communication and coordination processes
How they handle potential conflicts or misalignments
Examples of successful collaboration outcomes

Possible Follow-up Questions

How do you ensure events reflect marketing messaging and branding?
What information do you need from marketing teams to plan effective events?
How have you handled situations where marketing priorities shifted during event planning?
How do you measure and report event success to marketing stakeholders?

Describe a time when you had to convince skeptical stakeholders to support a new event idea or approach. How did you handle it? (Stakeholder Management)Areas to Cover

Their approach to building buy-in for new ideas
How they addressed concerns and objections
Data or examples used to support their position
Relationship-building techniques employed
The outcome and lessons learned

Possible Follow-up Questions

What specific objections did you encounter and how did you address them?
How did you tailor your communication to different stakeholders?
What compromises, if any, did you make to gain support?
How did you follow up after implementation to validate the approach?

Tell me about a challenging cross-functional project related to events. How did you navigate working with multiple departments with different priorities? (Project Management)Areas to Cover

Their approach to understanding different departmental needs
Methods for finding common ground and shared objectives
Communication strategies used across teams
How they managed potential conflicts
The ultimate outcome of the collaboration

Possible Follow-up Questions

How did you ensure all departments felt their needs were addressed?
What tools or processes did you use to keep everyone aligned?
How did you handle situations where departmental priorities conflicted?
What would you do differently if faced with a similar situation?

How do you approach working with sales teams to ensure events generate valuable leads and opportunities? (Stakeholder Management)Areas to Cover

Their understanding of sales objectives and processes
Methods for designing events that support sales goals
Approaches to lead capture and qualification
Post-event follow-up coordination
Metrics used to demonstrate value to sales teams

Possible Follow-up Questions

How do you gather input from sales on target audiences and messaging?
What event elements have you found most effective for lead generation?
How do you ensure smooth handoff of leads from events to sales teams?
How do you measure and report ROI to sales leadership?

Describe how you've worked with executives to align event strategy with company objectives and secure support for your initiatives. (Stakeholder Management)Areas to Cover

Their approach to communicating with executive stakeholders
How they translate company objectives into event strategy
Methods for presenting proposals and securing resources
Reporting approaches to demonstrate value
Experience managing executive expectations

Possible Follow-up Questions

How do you prepare for meetings with executive stakeholders?
How do you communicate event value in business terms?
How have you handled situations where executive priorities shifted?
What approaches have you found most effective for securing executive buy-in?

Give an example of how you've managed relationships with external vendors or partners to deliver successful events. (Vendor Management)Areas to Cover

Their approach to vendor selection and evaluation
Contract negotiation and management techniques
Communication and expectation-setting methods
How they ensure quality and accountability
Approaches to building long-term relationships

Possible Follow-up Questions

How do you evaluate potential vendors before engaging them?
What's your approach to negotiating contracts and terms?
How do you handle performance issues with vendors?
How do you maintain productive relationships over multiple events?

Interview Scorecard

Cross-Functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Works primarily in silos; limited evidence of effective cross-team collaboration
2: Can collaborate with other teams but struggles with complex cross-functional projects
3: Strong collaborator who effectively works across departments to achieve goals
4: Exceptional collaborator who builds productive partnerships and unifies diverse teams

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity or adaptability to different audiences
2: Adequate communicator but may struggle with complex or sensitive messages
3: Strong communicator who tailors messages effectively to different stakeholders
4: Exceptional communicator with sophisticated strategies for diverse audiences

Influence Without Authority

0: Not Enough Information Gathered to Evaluate
1: Limited ability to influence others without direct authority
2: Can influence in straightforward situations but struggles with resistance
3: Effectively builds buy-in and influences across various stakeholder groups
4: Exceptionally persuasive with sophisticated approaches to building consensus

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Transactional approach to relationships with limited examples of trust building
2: Develops adequate professional relationships but may lack depth
3: Builds strong, productive relationships with diverse stakeholders
4: Exceptional relationship builder who creates lasting partnerships based on trust

Plan and execute 4-6 major events annually with 85%+ satisfaction

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Stakeholder Management Approach
2: May Partially Achieve This Goal with Improved Collaboration
3: Likely to Achieve This Goal Based on Collaborative Approach
4: Likely to Exceed This Goal Based on Exceptional Stakeholder Management

Develop and manage event budgets with <5% variance

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Cross-Functional Alignment
2: May Partially Achieve This Goal with Better Stakeholder Management
3: Likely to Achieve This Goal Based on Effective Budget Communication
4: Likely to Exceed This Goal Based on Superior Stakeholder Alignment

Create cohesive event experiences that strengthen the brand

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Cross-Team Collaboration
2: May Partially Achieve This Goal with Improved Alignment
3: Likely to Achieve This Goal Based on Collaborative Brand Approach
4: Likely to Exceed This Goal Based on Exceptional Cross-Functional Integration

Build and maintain a reliable vendor network

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Relationship Building Approach
2: May Partially Achieve This Goal with Improved Vendor Management
3: Likely to Achieve This Goal Based on Strong Relationship Building
4: Likely to Exceed This Goal Based on Exceptional Partner Development

Implement process improvements to increase efficiency by 15%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve This Goal Based on Cross-Functional Coordination
2: May Partially Achieve This Goal with Better Team Alignment
3: Likely to Achieve This Goal Based on Collaborative Improvement Approach
4: Likely to Exceed This Goal Based on Superior Cross-Team Process Innovation

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 from 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.

Questions to Guide the Debrief Meeting

Question: 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.

Question: 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.

Question: How well did the candidate demonstrate the essential competencies we're looking for in an Event Manager?

Guidance: Review each of the key competencies (Project Management, Creative Problem-Solving, Stakeholder Management, Budget Management, Attention to Detail) and discuss the candidate's strengths and weaknesses in each area.

Question: Based on what we've learned, how likely is the candidate to achieve the desired outcomes we've identified for this role?

Guidance: Review the candidate's potential to achieve each of the five desired outcomes and discuss any concerns or highlights.

Question: 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.

Question: 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.

Question: 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.

Question: 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 Calls

Directions for Conducting Reference Checks

Reference checks are a critical final step in the hiring process for an Event Manager, as they provide validation of the candidate's past performance and working style. Focus on gathering specific examples that demonstrate the candidate's ability to plan and execute events, manage stakeholders, solve problems, and deliver results within budget constraints.

When contacting references, identify yourself and briefly explain the role the candidate is being considered for. Ask the reference about their relationship with the candidate and how long they worked together. Try to speak with at least one former supervisor, one colleague, and one client or vendor if possible.

Best practices:

Schedule 20-30 minutes for each reference call
Ask for specific examples rather than general impressions
Listen for nuances in how the reference describes the candidate
Pay attention to enthusiasm levels (or lack thereof)
Ask follow-up questions to get deeper insights
Take detailed notes during the conversation
Consider what isn't being said as well as what is
Compare references to identify patterns or inconsistencies

Questions for Reference Checks

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

Guidance: Establish the context of the relationship and whether the reference has direct knowledge of the candidate's event management work. If the reference has limited visibility into the candidate's event management capabilities, adjust your questions accordingly or consider seeking additional references.

How would you describe [Candidate]'s ability to plan and execute complex events? Can you share a specific example that demonstrates their skills in this area?

Guidance: Listen for concrete examples that demonstrate the candidate's project management abilities, attention to detail, and execution capabilities. Note whether the reference describes high-level oversight or hands-on management of details.

Tell me about [Candidate]'s approach to solving unexpected problems during events. Do you recall a specific challenge they handled particularly well?

Guidance: This question assesses the candidate's creative problem-solving abilities and grace under pressure. Look for examples that show resourcefulness, quick thinking, and effective crisis management.

How effectively did [Candidate] manage relationships with different stakeholders, such as executives, clients, vendors, or cross-functional teams?

Guidance: Listen for the candidate's interpersonal skills, communication abilities, and capacity to balance competing priorities. Note whether the reference mentions any particular strengths or challenges in stakeholder management.

What was [Candidate]'s track record with managing event budgets? Were they able to deliver high-quality events within budget constraints?

Guidance: This question validates the candidate's budget management skills and financial responsibility. Listen for specific examples of how they allocated resources, negotiated with vendors, or found creative ways to maximize value.

What would you say are [Candidate]'s greatest strengths as an event manager? And what areas would you suggest they continue to develop?

Guidance: This question helps identify both strengths to leverage and potential growth areas to support. Pay attention to whether the development areas would be significant barriers to success in your specific environment.

On a scale of 1-10, how likely would you be to hire or work with [Candidate] again, and why?

Guidance: This direct question often reveals the reference's true feelings about the candidate. Listen not just for the number but for the enthusiasm (or lack thereof) in their explanation. Anything below an 8 might warrant follow-up questions.

Reference Check Scorecard

Project Management & Organization

0: Not Enough Information Gathered to Evaluate
1: Reference indicates significant gaps in planning or execution capabilities
2: Reference suggests adequate but not exceptional organizational skills
3: Reference describes strong planning and execution with good examples
4: Reference enthusiastically endorses exceptional project management abilities with outstanding examples

Problem-Solving & Adaptability

0: Not Enough Information Gathered to Evaluate
1: Reference cites examples of poor problem resolution or inflexibility
2: Reference describes adequate problem-solving in routine situations
3: Reference provides good examples of effective problem-solving in challenging situations
4: Reference enthusiastically describes exceptional creative solutions and remarkable adaptability

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Reference indicates difficulties managing relationships or communication
2: Reference suggests adequate relationship management with some limitations
3: Reference describes effective stakeholder management across various groups
4: Reference enthusiastically endorses outstanding relationship building and stakeholder management

Budget Management

0: Not Enough Information Gathered to Evaluate
1: Reference indicates poor budget management or frequent overruns
2: Reference suggests adequate budget management with occasional issues
3: Reference describes consistently good budget management and resource allocation
4: Reference enthusiastically endorses exceptional financial discipline and value optimization

Plan and execute 4-6 major events annually with 85%+ satisfaction

0: Not Enough Information Gathered to Evaluate
1: Reference information suggests candidate would struggle to achieve this goal
2: Reference information suggests candidate might partially achieve this goal
3: Reference information suggests candidate would likely achieve this goal
4: Reference information suggests candidate would exceed this goal

Develop and manage event budgets with <5% variance

0: Not Enough Information Gathered to Evaluate
1: Reference information suggests candidate would struggle to achieve this goal
2: Reference information suggests candidate might partially achieve this goal
3: Reference information suggests candidate would likely achieve this goal
4: Reference information suggests candidate would exceed this goal

Create cohesive event experiences that strengthen the brand

0: Not Enough Information Gathered to Evaluate
1: Reference information suggests candidate would struggle to achieve this goal
2: Reference information suggests candidate might partially achieve this goal
3: Reference information suggests candidate would likely achieve this goal
4: Reference information suggests candidate would exceed this goal

Build and maintain a reliable vendor network

0: Not Enough Information Gathered to Evaluate
1: Reference information suggests candidate would struggle to achieve this goal
2: Reference information suggests candidate might partially achieve this goal
3: Reference information suggests candidate would likely achieve this goal
4: Reference information suggests candidate would exceed this goal

Implement process improvements to increase efficiency by 15%

0: Not Enough Information Gathered to Evaluate
1: Reference information suggests candidate would struggle to achieve this goal
2: Reference information suggests candidate might partially achieve this goal
3: Reference information suggests candidate would likely achieve this goal
4: Reference information suggests candidate would exceed this goal

Frequently Asked Questions

How should the work sample be evaluated relative to other interview components?

The work sample provides unique insights into how candidates approach event planning in practice, rather than just how they describe their approach. While behavioral interviews reveal past experiences, the work sample shows current thinking and creativity. Weight it highly, especially for assessing strategic thinking and practical planning skills, but balance it with other interview components to form a complete picture of the candidate.

What if a candidate has experience with different types of events than what our company typically hosts?

Focus on transferable skills rather than specific event types. Look for evidence of the candidate's ability to understand audience needs, manage logistics, solve problems creatively, and deliver against objectives. A candidate who has successfully managed different types of events may bring fresh perspectives and innovative approaches to your events program. You may find our article on hiring for potential helpful.

How important is industry-specific experience for an Event Manager?

While industry knowledge can be beneficial, especially for understanding audience preferences and compliance requirements, core event management competencies often transfer well across industries. Consider the complexity of events, budget sizes, and stakeholder relationships in the candidate's background, rather than focusing exclusively on industry experience. Strong candidates can quickly learn industry specifics if they have solid event management fundamentals.

Should we prioritize candidates with experience in in-person events, virtual events, or hybrid events?

The ideal candidate should demonstrate adaptability across different event formats. Given the evolution of the events landscape, experience with virtual and hybrid events has become increasingly valuable. However, the underlying skills of strong event management—organization, stakeholder management, creative problem-solving, and budget management—apply across formats. Look for candidates who show flexibility and willingness to learn new approaches.

How can we effectively assess a candidate's creativity during the interview process?

The work sample provides the best opportunity to assess creativity, as candidates can demonstrate their approach to event concept development. Additionally, listen for examples in behavioral interviews where candidates developed unique solutions to challenges or created memorable event experiences. Ask follow-up questions about their creative process and how they balance innovation with practicality and brand alignment.

What's the best way to evaluate a candidate's ability to manage event budgets?

Look for specific examples from past experience where the candidate managed budgets of similar size to your events. During the work sample, assess their budget allocation approach and reasoning. In reference checks, verify their track record with financial management. Strong candidates will demonstrate both strategic thinking about investment priorities and tactical skills in negotiation and cost control.