Interview Guide for

Growth Strategy Director

This comprehensive interview guide for a Growth Strategy Director role provides a structured framework to identify top talent who can drive sustainable growth for your organization. With carefully designed questions and evaluation criteria, the guide enables you to assess candidates' strategic thinking abilities, analytical skills, leadership capabilities, and track record of driving successful growth initiatives. The sequence of interviews will help you thoroughly evaluate each candidate's qualifications and fit.

How to Use This guide

This interview guide is designed to help you conduct effective interviews for the Growth Strategy Director role. To maximize its value:

Customize - Adapt questions to reflect your [company]'s specific industry, goals, and culture
Prepare - Review the guide thoroughly before interviews, ensuring all interviewers understand their focus areas
Be Consistent - Ask the same core questions to all candidates to ensure fair comparisons
Go Deep - Use follow-up questions to explore candidates' thought processes and past experiences thoroughly
Score Independently - Have all interviewers complete their scorecards before discussing impressions with others

For more insights on effective interviewing techniques, visit our guide on conducting effective interviews. You can also explore additional interview questions to supplement this guide.

Job Description

Growth Strategy Director

About [Company]

[Company] is a [industry] leader dedicated to driving innovation and delivering exceptional value to our customers. Our mission is to [company mission], and we're looking for a strategic thinker to help accelerate our growth trajectory while maintaining our commitment to excellence and customer satisfaction.

The Role

The Growth Strategy Director will play a pivotal role in shaping and executing our overall growth strategy. This leadership position offers an exceptional opportunity to drive significant business impact by identifying, analyzing, and developing strategic initiatives that accelerate revenue growth, expand market share, and enhance overall business performance. The ideal candidate will work cross-functionally to transform data-driven insights into actionable growth strategies.

Key Responsibilities

Develop and maintain a deep understanding of market trends, competitive landscape, and emerging opportunities
Lead the development and execution of comprehensive growth strategies aligned with business objectives
Conduct rigorous market research and analysis to identify key growth drivers and opportunities
Analyze KPIs and provide data-driven insights to inform strategic recommendations
Identify, evaluate, and prioritize growth initiatives, including new product/service launches, market expansions, and strategic partnerships
Lead cross-functional teams to execute strategic initiatives, ensuring alignment and effective collaboration
Oversee implementation of growth initiatives, tracking progress against key milestones and performance metrics
Communicate strategic recommendations and progress updates to senior management and stakeholders
Mentor and develop team members, fostering a culture of strategic thinking and continuous improvement

What We're Looking For

Strategic thinker with strong analytical background and excellent communication skills
Proven track record of driving successful growth initiatives
Bachelor's degree required, MBA or advanced degree preferred
Experience with market research, competitive analysis, and financial modeling
Strong leadership skills with ability to influence across all levels of the organization
Data-driven decision-maker with exceptional problem-solving capabilities
Adaptability to thrive in ambiguous situations and shifting priorities
Resourcefulness and creativity in identifying growth opportunities
Collaborative mindset with strong relationship-building skills
Results-oriented approach with bias for action

Why Join [Company]

At [Company], we offer the opportunity to make a significant impact on our growth trajectory while working with a talented and passionate team. We foster a collaborative culture that values innovation, growth mindset, and continuous learning.

Competitive compensation package: [Pay Range]
Comprehensive benefits including health insurance, retirement plan, and paid time off
Professional development opportunities
Flexible work arrangements
Collaborative and innovative work environment

Hiring Process

We've designed our hiring process to be thorough yet efficient, allowing us to make timely decisions while ensuring we find the right candidate for this critical role.

Initial Screening Interview - A 30-45 minute conversation with our recruiter to discuss your background, experience, and interest in the role
Chronological Interview - A deeper discussion with the hiring manager about your career progression and relevant experience
Growth Strategy Work Sample - You'll be asked to prepare and present a growth strategy recommendation based on a case study we provide
Strategic Leadership Interview - Meet with cross-functional leaders to discuss your approach to strategic planning and execution
Final Competency Interview - A focused discussion on your leadership style and ability to drive initiatives across the organization

Ideal Candidate Profile (Internal)

Role Overview

The Growth Strategy Director drives business growth by identifying opportunities, developing strategic initiatives, and leading cross-functional execution. This role requires exceptional analytical skills, strategic thinking, and leadership capabilities to transform market insights into actionable strategies that accelerate revenue growth and market share expansion. Success in this role demands a combination of data-driven decision-making, creative problem-solving, and strong cross-functional collaboration.

Essential Behavioral Competencies

Strategic Thinking - Ability to develop long-term perspectives, identify patterns and connections, and translate market insights into coherent growth strategies that align with business objectives.

Analytical Reasoning - Skillfully gathering, interpreting, and synthesizing complex data to identify growth opportunities and inform strategic recommendations.

Leadership & Influence - Guiding cross-functional teams through strategic initiatives while effectively influencing stakeholders without direct authority to achieve alignment and drive execution.

Initiative Development - Proactively identifying, evaluating, and prioritizing growth opportunities, then developing them into well-structured initiatives with clear implementation plans.

Results Orientation - Maintaining persistent focus on outcomes, establishing clear metrics for success, and demonstrating accountability for delivering measurable business growth.

Desired Outcomes

Develop and implement a comprehensive growth strategy that delivers 20-30% increase in revenue within first 18-24 months
Identify and validate 3-5 new market opportunities with potential to generate significant revenue within 12 months of launch
Design and execute 2-3 strategic initiatives per year that effectively expand market share or open new revenue streams
Build collaborative relationships with key stakeholders across the organization to ensure seamless execution of growth initiatives
Create a data-driven framework for evaluating growth opportunities and measuring the effectiveness of strategic initiatives

Ideal Candidate Traits

The ideal Growth Strategy Director possesses 7+ years of experience in strategic roles with demonstrable impact on business growth. They thrive in ambiguous situations, naturally connecting dots across disparate information. Their collaborative leadership style enables them to work effectively with executives and cross-functional teams, while their data-driven approach ensures recommendations are grounded in solid analysis.

Key traits include intellectual curiosity, resourcefulness, adaptability, and exceptional communication skills. They blend strategic vision with tactical execution capability, consistently delivering measurable results. They remain customer-centric, always connecting growth strategies to market needs and competitive differentiation. Most importantly, they demonstrate the persistence and resilience needed to guide long-term strategic initiatives through complex organizational environments.

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly assess whether the candidate has the fundamental qualifications, experience, and mindset required for the Growth Strategy Director role. Focus on understanding their strategic thinking capabilities, analytical approach, leadership style, and track record of delivering growth results. Listen for evidence of both strategic vision and practical execution skills.

The interview should determine whether the candidate has sufficient experience leading strategic growth initiatives and collaborating cross-functionally. Pay attention to how they structure their thinking, articulate complex ideas, and connect their work to business outcomes. The most promising candidates will demonstrate a balance of analytical rigor, strategic creativity, and pragmatic execution skills.

Allocate 10 minutes at the end for candidate questions, using this time to assess their understanding of the role and strategic thought process.

Directions to Share with Candidate

"Today, I'd like to learn about your experience with growth strategy and strategic planning. We'll discuss your approach to identifying and developing growth opportunities, your analytical process, and your experience leading strategic initiatives. I'll also want to understand how you collaborate with cross-functional teams and communicate with executives. Feel free to ask clarifying questions along the way, and we'll save time at the end for any questions you have about the role or company."

Interview Questions

Tell me about your current role and how it relates to driving organizational growth.

Areas to Cover

Current responsibilities related to strategy development
How their work directly impacts business growth
Scope of influence within their organization
Types of growth initiatives they've led or contributed to
Metrics they're responsible for improving

Possible Follow-up Questions

What percentage of your time is dedicated to strategic versus tactical activities?
How do you measure the success of your strategic initiatives?
How do you balance short-term wins with long-term growth objectives?

Walk me through your approach to identifying and evaluating new growth opportunities.

Areas to Cover

Frameworks or methodologies they use for market assessment
How they gather and analyze relevant data
Process for prioritizing opportunities
How they measure potential impact and feasibility
Tools or resources they typically leverage

Possible Follow-up Questions

Can you provide a specific example of an opportunity you identified that others had overlooked?
How do you balance data-driven insights with intuition when evaluating opportunities?
How do you account for risk in your evaluation process?

Describe a situation where you developed a growth strategy that delivered significant business results.

Areas to Cover

Context of the business challenge
Their specific role in developing the strategy
Key insights that informed their approach
How they secured buy-in from stakeholders
Implementation challenges and how they were addressed
Quantifiable outcomes and timeline

Possible Follow-up Questions

What would you do differently if you could approach that situation again?
How did you adapt the strategy as you gained new information?
What were the leading indicators that your strategy was working?

How do you approach working with cross-functional teams to execute strategic initiatives?

Areas to Cover

Methods for building alignment across departments
How they handle conflicting priorities
Process for delegating responsibilities
Approach to fostering collaboration
Experience managing without direct authority

Possible Follow-up Questions

Tell me about a time when you faced resistance from a key stakeholder. How did you handle it?
How do you ensure accountability when working with teams you don't directly manage?
How do you maintain momentum on long-term strategic initiatives?

Tell me about a time when you had to make strategic recommendations based on incomplete data.

Areas to Cover

Context of the situation and constraints
Analytical approach despite data limitations
How they communicated uncertainty to stakeholders
Mitigation strategies they employed
Outcome of their recommendations
Lessons learned from the experience

Possible Follow-up Questions

How did you validate your assumptions?
What was your process for gathering additional information?
How did you build confidence in your recommendations despite the uncertainty?

What experience do you have with financial modeling to support growth strategy decisions?

Areas to Cover

Types of financial models they've developed
Their process for building financial projections
Tools and techniques they utilize
How they account for uncertainty
How they use financial models to support decision-making

Possible Follow-up Questions

How do you balance optimism with realism in your financial projections?
How do you communicate financial information to non-financial stakeholders?
Can you give an example of how your financial analysis changed the direction of a strategic initiative?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Demonstrates tactical thinking with limited strategic perspective
2: Shows some strategic capability but struggles to connect initiatives to broader business goals
3: Exhibits solid strategic thinking with ability to develop coherent growth strategies
4: Demonstrates exceptional strategic vision with innovative approaches to complex growth challenges

Analytical Capability

0: Not Enough Information Gathered to Evaluate
1: Shows basic analytical skills but lacks rigorous approach
2: Applies standard analytical methods effectively
3: Demonstrates strong data-driven approach with ability to derive meaningful insights
4: Exhibits sophisticated analytical capabilities with innovative approaches to complex data problems

Growth Strategy Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience with growth strategy development
2: Has contributed to growth initiatives but not led them independently
3: Demonstrated experience successfully leading growth strategy development and execution
4: Extensive track record of developing and implementing transformative growth strategies

Leadership & Influence

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to influence across functions
2: Can lead within own domain but struggles with cross-functional leadership
3: Effectively leads and influences across multiple functions
4: Exceptional ability to build alignment and drive execution across diverse stakeholders

Revenue Growth Potential

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

Market Expansion Capability

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

Strategic Initiative Execution

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

Hiring Recommendation

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

Chronological Interview

Directions for the Interviewer

This chronological interview is designed to gain deeper insights into the candidate's career progression, growth strategy experience, and leadership development. The goal is to understand how they've evolved as a strategic leader and the impact they've had in previous roles.

Focus on the most relevant roles, particularly those involving growth strategy, strategic planning, or business development. For each role, explore their responsibilities, key achievements, challenges faced, and lessons learned. Pay special attention to how they've influenced organizational growth, their analytical approach, and their ability to execute strategic initiatives.

Look for patterns across their career that demonstrate increasing strategic responsibility, consistent delivery of results, and growth in leadership capabilities. Also note any gaps, inconsistencies, or areas where they haven't demonstrated the competencies required for this role.

Spend proportionally more time on recent and relevant positions. Save 10 minutes at the end for candidate questions.

Directions to Share with Candidate

"In this interview, I'd like to walk through your professional journey chronologically, focusing on your experience with growth strategy and strategic leadership. For each relevant role, I'll ask about your responsibilities, key accomplishments, challenges you faced, and what you learned. This will help me understand how your career has evolved and how your experience aligns with what we're looking for in our Growth Strategy Director. We'll focus most deeply on your recent and most relevant roles."

Interview Questions

Before we dive into specific roles, what would you say are the common threads or themes throughout your career journey?

Areas to Cover

Candidate's perspective on their career narrative
Core strengths they've consistently leveraged
How their interest in growth strategy developed
Key inflection points in their career development
What motivates them professionally

Possible Follow-up Questions

How has your approach to strategic thinking evolved over time?
What professional experiences have been most formative for you?
Looking back, is there anything you would have done differently in your career path?

Starting with [most recent relevant role], tell me about your responsibilities and the context of the organization.

Areas to Cover

Specific responsibilities related to growth strategy
Size and structure of their team
Business context and challenges
Key stakeholders they worked with
Metrics they were responsible for
How the role evolved during their tenure

Possible Follow-up Questions

What was the state of the business when you joined?
How did your role fit into the broader organizational structure?
What were the most significant business challenges during your time there?

What were your most significant accomplishments in driving growth in this role?

Areas to Cover

Specific growth initiatives they led
Their approach to developing the strategy
Implementation challenges and how they were overcome
Cross-functional collaboration aspects
Quantifiable results achieved
Timeframe for achieving results

Possible Follow-up Questions

What was your specific contribution to this initiative?
How did you measure success?
What were the key factors that contributed to the success of this initiative?
How did you secure resources and support for this initiative?

What were the most challenging aspects of this role, and how did you handle them?

Areas to Cover

Specific strategic or organizational challenges
Resource or stakeholder constraints
How they approached problem-solving
Adaptations they made to overcome obstacles
Lessons learned from these challenges
How they would approach similar challenges now

Possible Follow-up Questions

How did these challenges affect your strategic approach?
What would you do differently if facing the same situation again?
How did you maintain momentum despite these challenges?

How did you approach working with executive leadership in this role?

Areas to Cover

Their relationship with senior leaders
How they communicated strategic recommendations
Experience presenting to executive teams
How they handled pushback or skepticism
Methods for building executive support
Lessons learned about executive influence

Possible Follow-up Questions

Can you give an example of when you had to convince an executive to support a strategic initiative?
How did you adapt your communication style for different executives?
What feedback did you receive from executives about your strategic recommendations?

What would your direct manager from this role say were your greatest strengths and areas for development?

Areas to Cover

Self-awareness about strengths and limitations
Specific feedback they received
How they responded to constructive criticism
Growth areas they've focused on
Progress made in development areas
Alignment between self-perception and external feedback

Possible Follow-up Questions

How have you worked to develop in those areas?
What specific steps have you taken to leverage your strengths more effectively?
How do you solicit and incorporate feedback?

Let's move to [previous relevant role]. How did your responsibilities and impact differ from your more recent role?

Areas to Cover

Evolution in strategic responsibility
Different business context and challenges
How they applied lessons from previous experiences
Growth in leadership capability
Differences in approach or methodology
Progression in strategic thinking

Possible Follow-up Questions

How did this role prepare you for your next career move?
What new skills or capabilities did you develop in this role?
How did your strategic thinking evolve during this time?

Which of your previous roles do you think has best prepared you for this Growth Strategy Director position, and why?

Areas to Cover

Their understanding of the Growth Strategy Director role
Self-assessment of relevant experience
Transferable skills and knowledge
Gaps they may need to address
Alignment with career aspirations
Connection between past experience and future potential

Possible Follow-up Questions

What aspects of the Growth Strategy Director role most excite you?
What parts of the role might be most challenging for you based on your experience?
How would you leverage your specific background to make an impact in this role?

Interview Scorecard

Strategic Growth Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience leading strategic growth initiatives
2: Has contributed to growth strategies but with limited ownership
3: Demonstrated history of developing and executing successful growth strategies
4: Exceptional track record of driving transformational growth through strategic initiatives

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Fragmented career path with limited growth in responsibility
2: Steady progression but primarily within same function or company
3: Clear progression with increasing strategic responsibility
4: Impressive career trajectory showing rapid advancement and increasing strategic impact

Leadership Development

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of leadership growth
2: Some development as a leader but primarily within single context
3: Demonstrated growth in leadership capabilities across different contexts
4: Exceptional leadership development with increasing scope and complexity

Cross-Functional Influence

0: Not Enough Information Gathered to Evaluate
1: Primarily operates within single function
2: Some experience working across functions but limited influence
3: Effective at building alignment and driving execution across functions
4: Exceptional ability to lead complex initiatives requiring multi-functional coordination

Revenue Growth Potential

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

Market Expansion Capability

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

Strategic Initiative Execution

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

Hiring Recommendation

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

Growth Strategy Work Sample

Directions for the Interviewer

This work sample exercise assesses the candidate's ability to analyze a growth opportunity, develop a strategic recommendation, and effectively communicate their thinking. It evaluates their analytical skills, strategic thinking, initiative development capabilities, and presentation skills in a practical context.

One week before the interview, provide the candidate with a brief case study about a fictional company in your industry facing growth challenges. Include key business metrics, market information, and competitive landscape details. Ask them to prepare a 20-minute presentation recommending a growth strategy.

During the session, allow the candidate 20 minutes to present their growth strategy recommendation, followed by 25 minutes of Q&A to probe their thinking process, test how they respond to challenges, and assess how they would implement their recommendations. Look for structured thinking, data-driven insights, practical implementation plans, and clear rationale for their strategic choices.

Be mindful that candidates may have different presentation styles - focus on the substance of their strategic thinking rather than presentation polish. Evaluate their ability to:

Identify and prioritize growth opportunities
Develop a coherent strategic recommendation
Support their recommendation with data and analysis
Articulate practical implementation considerations
Respond thoughtfully to questions and challenges

Directions to Share with Candidate

"As part of our evaluation process, we'd like you to prepare a growth strategy recommendation based on a case study we'll provide. You'll receive information about a fictional company in our industry, including business metrics, market information, and competitive landscape. Please prepare a 20-minute presentation recommending a growth strategy for this company.

Your presentation should include:

Analysis of the current situation and growth challenges
Identification and evaluation of potential growth opportunities
A recommended strategic approach with supporting rationale
Key implementation considerations and potential metrics for success

During the interview, you'll present for 20 minutes, followed by 25 minutes of Q&A. We're interested in your strategic thinking process, analytical approach, and how you would translate your recommendations into action. Feel free to make reasonable assumptions where information might be missing, but be prepared to explain the basis for those assumptions."

Case Study Framework

The case study should include:

Company background

Description of fictional company in your industry
Current product/service offerings
Revenue and growth metrics for past 2-3 years
Current customer segments and geographic markets

Market information

Market size and growth projections
Key trends affecting the industry
Customer needs and pain points
Regulatory or technological changes on the horizon

Competitive landscape

Overview of key competitors
Competitive positioning
Recent strategic moves by competitors
Potential threats from new entrants

Growth challenges

Stagnation in core business
New competitor threats
Changing customer expectations
Potential technology disruption
Internal constraints (e.g., resource limitations)

Business questions to consider

How can the company accelerate growth?
Should they focus on existing markets or expand to new ones?
What growth initiatives should be prioritized?
How should they measure success?

Interview Scorecard

Analytical Reasoning

0: Not Enough Information Gathered to Evaluate
1: Analysis lacks depth and structure; minimal use of data
2: Basic analytical approach with some data incorporation
3: Strong analytical capability with effective integration of data
4: Exceptional analysis showing novel insights and sophisticated data interpretation

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Tactical recommendations with limited strategic framework
2: Basic strategic approach but lacks cohesiveness or long-term perspective
3: Well-structured strategic thinking with clear connection to business objectives
4: Sophisticated strategic vision with innovative approaches to complex challenges

Initiative Development

0: Not Enough Information Gathered to Evaluate
1: Vague recommendations without clear implementation path
2: Practical recommendations but limited development of implementation plans
3: Well-developed initiatives with thoughtful implementation considerations
4: Exceptional initiative development showing comprehensive planning and resource allocation

Communication & Presentation

0: Not Enough Information Gathered to Evaluate
1: Disorganized presentation with unclear messaging
2: Adequately structured presentation but room for improvement in clarity
3: Clear, well-organized presentation with effective explanation of complex concepts
4: Outstanding communication with compelling narrative and persuasive recommendations

Revenue Growth Potential

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

Market Expansion Capability

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

Strategic Initiative Execution

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

Hiring Recommendation

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

Strategic Leadership Interview

Directions for the Interviewer

This interview focuses on evaluating the candidate's strategic thinking capabilities and leadership approach in driving growth initiatives. The goal is to understand how they develop strategic insights, influence cross-functional stakeholders, and translate strategy into execution. This interview should be conducted by senior leaders who will be key stakeholders working with the Growth Strategy Director.

Focus on assessing the candidate's ability to think critically about complex business challenges, their approach to developing strategic recommendations, and their track record of driving execution. Look for evidence of their ability to navigate organizational complexity, build strong cross-functional relationships, and lead through influence.

Pay attention to how the candidate structures their responses, the depth of their strategic thinking, and their ability to connect strategy to practical execution. The most promising candidates will demonstrate a balance of visionary thinking and pragmatic implementation skills.

Allocate 10 minutes at the end for the candidate to ask questions, using this opportunity to assess their strategic curiosity and understanding of the business.

Directions to Share with Candidate

"In this interview, we'll explore your approach to strategic leadership and your experience driving growth initiatives. We're interested in understanding how you develop strategic insights, influence stakeholders, and translate strategy into execution. We'll discuss specific examples from your experience as well as hypothetical scenarios related to our business. This conversation will help us understand how you might approach the strategic challenges in the Growth Strategy Director role."

Interview Questions

How do you approach understanding a new market or business area when developing growth strategy recommendations? (Strategic Thinking)Areas to Cover

Their framework for market analysis
Sources of information they utilize
How they identify key trends and opportunities
Process for validating assumptions
Methods for prioritizing focus areas
How they incorporate customer perspectives

Possible Follow-up Questions

How do you balance depth versus breadth in your research?
How do you determine when you have sufficient information to make recommendations?
Can you provide an example of when your market analysis uncovered a non-obvious opportunity?

Tell me about a time when you had to influence senior leaders to adopt a strategic recommendation that involved significant change or risk. (Leadership & Influence)Areas to Cover

Context of the situation and recommendation
Stakeholders involved and their initial positions
Their approach to building the case for change
How they addressed concerns and resistance
Methods used to build consensus
Outcome of their influence efforts

Possible Follow-up Questions

What was most challenging about influencing in this situation?
How did you adapt your approach for different stakeholders?
What would you do differently if faced with a similar situation in the future?

Describe how you've translated strategic vision into executable initiatives with clear milestones and deliverables. (Initiative Development)Areas to Cover

Their process for breaking down strategy into actionable components
How they establish priorities and sequence initiatives
Methods for resource allocation and planning
Approach to defining success metrics
How they build accountability for execution
Systems for tracking progress and making adjustments

Possible Follow-up Questions

How do you maintain strategic alignment while focusing on execution details?
How do you handle competing priorities during implementation?
What tools or frameworks do you use to manage complex strategic initiatives?

How do you balance data-driven decision making with intuition or experience when developing growth strategies? (Analytical Reasoning)Areas to Cover

Their philosophy on using data in strategic decisions
Examples of how they've used data to inform strategy
How they approach decisions with limited or ambiguous data
When they rely more on experience versus analytics
How they communicate certainty versus uncertainty
Lessons learned about balancing data and intuition

Possible Follow-up Questions

Can you share an example where data contradicted your intuition? How did you proceed?
How do you prevent confirmation bias when analyzing data?
How do you help others become more data-driven in their approach?

How have you handled situations where a strategic initiative wasn't delivering the expected results? (Results Orientation)Areas to Cover

Context of the underperforming initiative
How they identified the performance gap
Their process for diagnosing root causes
Actions taken to course-correct
How they communicated with stakeholders about the issues
Outcome and lessons learned

Possible Follow-up Questions

At what point did you decide intervention was necessary?
How did you balance persistence versus pivoting?
How did this experience influence your approach to future initiatives?

How do you approach building and developing high-performing teams in a strategic function? (Leadership & Influence)Areas to Cover

Their philosophy on team composition and structure
How they identify and develop talent
Methods for fostering strategic thinking in others
Approach to setting expectations and goals
How they provide feedback and coaching
Examples of team development success stories

Possible Follow-up Questions

How do you balance hiring for immediate needs versus long-term potential?
How do you develop strategic thinking capabilities in your team members?
How do you create a culture of both strategic thinking and execution excellence?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Demonstrates primarily tactical thinking with limited strategic perspective
2: Shows basic strategic capability but struggles with complex business challenges
3: Exhibits strong strategic thinking with ability to develop coherent growth strategies
4: Demonstrates exceptional strategic vision with innovative approaches to growth

Leadership & Influence

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of leadership impact or cross-functional influence
2: Can lead within own domain but struggles with broader organizational influence
3: Effectively leads and influences across multiple functions
4: Exceptional ability to build alignment and drive change across complex organizations

Initiative Development

0: Not Enough Information Gathered to Evaluate
1: Provides vague strategic concepts without practical implementation paths
2: Develops basic implementation plans but lacks comprehensive approach
3: Effectively translates strategy into actionable initiatives with clear milestones
4: Demonstrates sophisticated approach to initiative development with exceptional execution planning

Analytical Reasoning

0: Not Enough Information Gathered to Evaluate
1: Shows limited use of data and analysis in strategic decisions
2: Incorporates basic data analysis but lacks advanced analytical techniques
3: Demonstrates strong data-driven approach with effective insight generation
4: Exhibits sophisticated analytical capabilities with innovative methods for extracting insights

Revenue Growth Potential

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

Market Expansion Capability

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

Strategic Initiative Execution

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

Hiring Recommendation

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

Collaboration Competency Interview (Optional)

Directions for the Interviewer

This optional interview focuses on evaluating the candidate's collaboration and communication competencies, which are critical for success in the Growth Strategy Director role. The position requires working across functions, building relationships with stakeholders at all levels, and driving alignment around strategic initiatives.

Focus on assessing the candidate's ability to collaborate effectively, communicate complex strategies clearly, and navigate organizational dynamics. Look for evidence of their capability to build relationships, manage conflict constructively, and create buy-in for strategic initiatives. Pay special attention to how they adapt their approach for different audiences and situations.

This interview is particularly valuable if earlier interviews raised questions about the candidate's collaboration style or if the role will require navigating especially complex stakeholder dynamics. Consider having this interview conducted by peers or stakeholders from other departments who will work closely with this role.

Allow 10 minutes at the end for the candidate to ask questions, using this opportunity to observe how they build rapport and engage with potential colleagues.

Directions to Share with Candidate

"In this interview, we'll focus on your approach to collaboration and communication, particularly in the context of developing and implementing growth strategies. We're interested in understanding how you work with cross-functional teams, communicate complex strategic concepts, and build alignment around initiatives. We'll explore specific examples from your experience that demonstrate these competencies."

Interview Questions

Tell me about a time when you needed to build alignment across multiple departments to advance a strategic initiative. (Leadership & Influence)Areas to Cover

Context of the initiative and stakeholders involved
Initial positions of different departments
Approach to understanding different perspectives
Methods used to find common ground
How they communicated the strategic vision
Outcome of their alignment efforts

Possible Follow-up Questions

What was most challenging about building alignment in this situation?
How did you handle resistance from specific stakeholders?
What would you do differently if you faced a similar situation again?

Describe a situation where you had to communicate a complex growth strategy to different audiences with varying levels of technical or business knowledge. (Communication Skills)Areas to Cover

Context and complexity of the strategy
Different audiences they needed to communicate with
How they adapted their message for each audience
Methods and tools used to communicate effectively
Feedback received on their communication
Impact of their communication approach

Possible Follow-up Questions

How did you identify the right level of detail for each audience?
What techniques do you use to make complex concepts more accessible?
How do you ensure your message is not just heard but understood?

How have you handled situations where there were competing priorities between departments that affected a strategic initiative you were leading? (Collaboration)Areas to Cover

Context of the competing priorities
Stakeholders involved and their perspectives
Their approach to understanding the underlying needs
Methods used to resolve the conflict
How they facilitated decision-making
Outcome and relationship impact

Possible Follow-up Questions

How did you maintain productive relationships while addressing the conflict?
What principles guided your approach to resolving the competing priorities?
How did this experience influence your approach to similar situations?

Tell me about a time when you had to influence without authority to advance a strategic growth initiative. (Leadership & Influence)Areas to Cover

Context of the situation and their lack of direct authority
Stakeholders they needed to influence
How they built credibility and relationships
Specific influence techniques they employed
Challenges encountered and how they were addressed
Results of their influence efforts

Possible Follow-up Questions

How did you establish credibility with stakeholders who didn't know you well?
What did you find most effective in gaining support without formal authority?
How do you maintain influence over extended initiatives?

Describe your approach to gathering input and feedback when developing strategic recommendations. (Collaboration)Areas to Cover

Their philosophy on inclusive decision-making
Methods used to solicit diverse perspectives
How they identify which stakeholders to involve
Process for synthesizing conflicting input
How they handle resistance or negative feedback
Examples of how feedback improved their strategies

Possible Follow-up Questions

How do you balance inclusivity with decision-making efficiency?
How do you ensure quieter voices are heard in the process?
Can you share an example of when feedback significantly changed your strategic direction?

How do you approach building relationships with executives to gain support for your strategic initiatives? (Leadership & Influence)Areas to Cover

Their strategy for establishing executive relationships
How they understand executive priorities and concerns
Methods for communicating effectively with executives
Approach to handling pushback from executives
How they maintain executive engagement over time
Examples of successful executive relationship building

Possible Follow-up Questions

How do you prepare for interactions with executives?
How have you recovered from a difficult interaction with an executive?
How do you balance being responsive to executive input while maintaining strategic integrity?

Interview Scorecard

Collaboration

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to work effectively across functions
2: Demonstrates basic collaboration skills but struggles with complex stakeholder dynamics
3: Effectively builds partnerships and navigates cross-functional relationships
4: Exceptional ability to foster collaboration in challenging environments

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity or effectiveness with diverse audiences
2: Communicates adequately but struggles with complex concepts or difficult situations
3: Communicates clearly and effectively, adapting approach for different audiences
4: Demonstrates outstanding communication that drives understanding and alignment

Leadership & Influence

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to influence without authority
2: Can influence within established relationships but struggles with broader impact
3: Effectively influences across various stakeholder groups
4: Demonstrates exceptional influence capabilities, building support in challenging contexts

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Forms transactional relationships with limited depth
2: Builds positive relationships but primarily within comfort zone
3: Establishes strong relationships across diverse stakeholders
4: Exceptional relationship builder who creates trust and rapport at all levels

Revenue Growth Potential

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

Market Expansion Capability

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

Strategic Initiative Execution

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

Hiring 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 strong was the candidate's strategic thinking capability, and how did this manifest across different interviews?

Guidance: Discuss specific examples from interviews that demonstrated the candidate's ability to develop strategic frameworks, identify patterns, and connect initiatives to broader business objectives.

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 Checks

Directions for Conducting Reference Checks

Reference checks are a crucial final step in evaluating the Growth Strategy Director candidate. They provide external validation of the candidate's experience, impact, and working style. For this senior strategic role, focus on speaking with former managers, peers from cross-functional teams, and direct reports if the candidate had management responsibilities.

Request at least 3-4 references, prioritizing those from recent relevant roles. Ask the candidate to make introductions via email, which typically results in higher response rates. Conduct 30-minute calls with each reference, following the structure below but allowing for organic conversation.

Pay particular attention to validation of strategic thinking capabilities, cross-functional influence, and impact on business growth. Listen for nuance in responses - hesitations or qualifications may be as revealing as the explicit answers. Also note consistency or discrepancies across different references.

Remember that references tend to be positive, so focus on specific examples rather than general endorsements, and pay attention to areas where the reference seems reluctant to provide strong affirmation. These reference questions can be used for multiple reference conversations.

Questions for Reference Checks

What was your working relationship with [Candidate], and how long did you work together?

Guidance: Establish the context of the relationship and determine how well-positioned the reference is to evaluate the candidate's capabilities. Note the duration, reporting relationship, and how closely they collaborated.

How would you describe [Candidate]'s strategic thinking capabilities? Can you provide a specific example that demonstrates their strategic impact?

Guidance: Listen for concrete examples rather than general statements. Probe for information about how the candidate approached complex business challenges, their process for developing strategic recommendations, and the tangible impact of their work.

How effective was [Candidate] at influencing cross-functional stakeholders, particularly at the executive level?

Guidance: This question assesses the candidate's ability to build alignment and drive initiatives without direct authority. Listen for specific examples of how they navigated organizational complexity and built support for strategic initiatives.

Can you describe [Candidate]'s analytical approach? How did they use data to inform strategic recommendations?

Guidance: Evaluate whether the reference's description aligns with what the candidate shared during interviews. Listen for indicators of rigor, balance between data and intuition, and the impact of their analytical approach.

What was [Candidate]'s greatest accomplishment in terms of driving business growth during your time working together?

Guidance: This question helps validate the candidate's claimed achievements. Look for specificity in the response - measurable results, timelines, and the candidate's specific contribution to the success.

What would you say are [Candidate]'s development areas or limitations? What type of support would help them be most successful in a Growth Strategy Director role?

Guidance: Pay attention to how forthcoming the reference is about weaknesses. Genuine answers to this question often provide the most valuable insights. Note whether the development areas align with what you observed during interviews.

On a scale of 1-10, how likely would you be to hire [Candidate] for a strategic leadership role if you had the opportunity, and why?

Guidance: This question often elicits more nuanced feedback than yes/no questions. Listen for the rationale behind the rating and any qualifications the reference provides.

Reference Check Scorecard

Strategic Thinking Validation

0: Not Enough Information Gathered to Evaluate
1: Reference provides minimal validation of strategic capabilities
2: Reference confirms basic strategic skills with limited examples
3: Reference strongly validates strategic thinking with specific impactful examples
4: Reference provides exceptional validation with multiple examples of transformational strategic impact

Leadership & Influence Validation

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited influence capability
2: Reference confirms adequate influence within established relationships
3: Reference validates strong cross-functional influence capabilities
4: Reference cites exceptional examples of influence in challenging contexts

Results Orientation Validation

0: Not Enough Information Gathered to Evaluate
1: Reference provides minimal validation of results impact
2: Reference confirms some business impact with limited specificity
3: Reference validates strong results with specific metrics and examples
4: Reference provides exceptional validation of transformational business impact

Development Areas Insight

0: Not Enough Information Gathered to Evaluate
1: Reference reluctant to share meaningful development areas
2: Reference provides generic development areas with limited specificity
3: Reference offers thoughtful insights on development areas with context
4: Reference provides exceptionally balanced and insightful perspective on strengths and development areas

Revenue Growth Potential

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

Market Expansion Capability

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

Strategic Initiative Execution

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

Frequently Asked Questions

How should we evaluate a candidate with strong consulting experience but limited in-house strategic leadership?

Focus on transferable skills such as strategic thinking, analytical capabilities, and stakeholder management. Ask for specific examples of how they've implemented strategies with clients and whether they've stayed involved through execution phases. Look for evidence they can translate from advisory to execution roles, and consider including additional questions about their approach to organizational dynamics and long-term initiative ownership.

What's the best way to assess whether a candidate can balance long-term strategic thinking with pragmatic execution?

Pay close attention to their work sample presentation and how they bridge high-level strategy with practical implementation plans. During interviews, ask for examples of how they've translated strategic visions into actionable roadmaps with clear milestones. The best candidates will demonstrate both visionary thinking and attention to execution details, showing how they've navigated trade-offs between perfect strategy and practical implementation.

How important is industry experience for this role?

While industry knowledge can be valuable, strategic thinking capabilities and growth strategy experience often transfer well across sectors. A candidate from a different industry may bring fresh perspectives and innovative approaches. Focus on their ability to quickly learn new markets, their analytical approach, and their track record of driving growth in various contexts. You might find our article on hiring for potential helpful in evaluating candidates without direct industry experience.

Should we prioritize analytical capabilities or leadership skills for this position?

The Growth Strategy Director needs both strong analytical skills to develop data-driven strategies and leadership capabilities to drive cross-functional execution. Rather than prioritizing one over the other, look for candidates who demonstrate a balance of both. During the interview process, evaluate how they use data to inform recommendations and how they influence stakeholders to adopt their strategic vision. The ideal candidate shows strength in both areas, with particular emphasis on translating analysis into actionable insights.

How can we determine if a candidate will collaborate effectively with our existing leadership team?

The collaboration competency interview is specifically designed to assess this, so pay special attention to those results. Look for evidence of how candidates have adapted their approach to different stakeholder styles in previous roles. During reference checks, ask about their collaboration with different personality types. Consider having candidates meet with several key stakeholders during the interview process to observe interactions firsthand and gather feedback from future collaborators.

What if a candidate performed well in most interviews but struggled with the work sample exercise?

Consider the nature of the struggle - was it related to the specific case, presentation style, or fundamental strategic thinking? The work sample is an important predictor of job performance, but context matters. If the candidate showed strong strategic thinking in other interviews but struggled with specific elements of the exercise, discuss those areas in follow-up conversations. However, if the exercise revealed significant gaps in analytical capabilities or strategic thinking, those concerns should be weighted heavily regardless of performance in conversational interviews.