Interview Guide for

IT Director

This comprehensive interview guide for an IT Director role is designed to help you identify and hire a strategic technology leader who can drive innovation while ensuring operational excellence. By incorporating behavioral interview techniques, relevant work samples, and thorough reference checks, this guide will equip your hiring team with the structure and consistency needed to make high-quality hiring decisions.

How to Use This Guide

The IT Director interview guide provides a structured framework for assessing candidates through multiple interviews focused on specific competencies and experiences. To get the most value from this guide:

Customize for Your Needs - Adapt the questions and evaluation criteria to align with your company's specific technology environment and strategic priorities
Share with Your Interview Team - Ensure all interviewers understand their role in the process and the specific competencies they'll be evaluating
Maintain Consistency - Use the same core questions for all candidates to create a fair comparison basis
Dive Deeper with Follow-ups - Use the suggested follow-up questions to explore candidates' experiences fully and understand their thought processes
Score Independently - Have interviewers complete their scorecards before discussing candidates to prevent groupthink

For additional guidance on conducting effective interviews, check out our guide on how to conduct a job interview. You can also explore our library of IT leadership interview questions for further inspiration.

Job Description

IT Director

About [Company]

[Company] is a forward-thinking [industry] organization committed to leveraging technology to drive innovation and business growth. As we continue to expand our operations, we're seeking an experienced technology leader to join our executive team.

The Role

The IT Director will lead and manage all aspects of our information technology infrastructure and operations. This critical leadership role is responsible for ensuring the reliability, security, and efficiency of our IT systems while supporting our business objectives and driving technological innovation. The IT Director will report directly to the [Reporting Manager Title] and serve as a key contributor to the overall success of [Company].

Key Responsibilities

Develop and implement the overall IT strategy and roadmap aligned with our strategic business goals
Provide visionary leadership and direction to the IT team, fostering a culture of collaboration, innovation, and continuous improvement
Manage and maintain all IT infrastructure, including servers, networks, cloud services, data centers, and communication systems
Develop and implement comprehensive cybersecurity policies and procedures to protect our data and assets
Recruit, hire, train, and manage the IT team, providing performance evaluations and mentorship
Oversee the IT budget, ensuring cost-effectiveness and efficient allocation of resources
Manage and oversee IT projects, ensuring they are delivered on time, within budget, and to the required quality standards
Stay current with emerging technologies and industry trends, identifying opportunities to enhance our IT capabilities
Present IT strategy and performance reports to senior management

What We're Looking For

Bachelor's degree in Computer Science, Information Technology, or a related field (Master's degree is a plus)
7+ years of progressive experience in IT management, with at least 5 years in a leadership role
Proven experience developing and implementing IT strategies and roadmaps
Strong understanding of IT infrastructure, including networking, servers, cloud computing, and data centers
Expert knowledge of cybersecurity best practices and data privacy regulations
Experience managing IT budgets and vendor relationships
Excellent leadership, communication, and interpersonal skills
Strong project management and organizational abilities
Relevant certifications (e.g., CISSP, CISM, PMP) are a plus
Experience with modern business applications and cloud platforms

Why Join [Company]

At [Company], we're not just looking for employees; we're looking for partners in our mission to [company mission]. Our collaborative culture values innovation, professional growth, and work-life balance.

Competitive compensation package of [Pay Range]
Comprehensive benefits including medical, dental, vision insurance
Generous PTO and flexible work arrangements
Professional development opportunities and education reimbursement
[Additional benefits/perks]

Hiring Process

We've designed an efficient and thorough interview process to help us get to know you while respecting your time. Here's what to expect:

Initial Screening Interview - A conversation with our recruiting team to discuss your background, experience, and fit for the role.
Career History Discussion - An in-depth conversation with the hiring manager about your professional journey and relevant experiences.
Technical Assessment - You'll work through a realistic IT strategy scenario to demonstrate your approach to technical leadership.
Leadership & Strategic Thinking Interview - A discussion focused on your leadership style, strategic vision, and approach to managing technology operations.
Final Executive Interview (as needed) - Meet with key stakeholders to ensure alignment with our executive team.

We aim to make decisions quickly and keep you informed throughout the process. We look forward to learning more about you and how you might contribute to our technology vision!

Ideal Candidate Profile (Internal)

Role Overview

The IT Director role requires a strategic technology leader who can balance technical expertise with business acumen. This individual will be responsible for overseeing all IT operations while driving innovation and ensuring alignment with business objectives. The ideal candidate will be a visionary leader with strong people management abilities and a proven track record of implementing effective technology solutions that support business growth.

Essential Behavioral Competencies

Strategic Planning & Vision - Ability to develop and implement comprehensive technology strategies aligned with business goals. Can anticipate future technology needs and create roadmaps that enable organizational success. Balances innovation with pragmatic technology decisions.

Technical Leadership - Strong understanding of IT infrastructure, applications, and systems with the ability to translate technical concepts for non-technical stakeholders. Stays current with technology trends and can evaluate their potential impact on the organization.

Change Management - Effectively plans, implements, and guides organizational change initiatives related to technology. Can navigate resistance to change and ensure successful adoption of new systems and processes.

Team Development & Leadership - Builds and mentors high-performing technology teams. Creates a positive work environment that promotes collaboration, innovation, and professional growth. Manages performance effectively and develops talent.

Security & Risk Management - Identifies and mitigates technology-related risks. Develops and implements comprehensive cybersecurity strategies, disaster recovery plans, and business continuity measures.

Desired Outcomes

Develop and implement a comprehensive IT strategic plan aligned with business objectives within the first 90 days
Successfully lead the modernization of outdated systems while minimizing disruption to business operations
Establish robust cybersecurity protocols and disaster recovery plans to protect organizational data and ensure business continuity
Build and maintain a high-performing IT team with improved retention rates and enhanced skill sets
Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

Ideal Candidate Traits

Leadership Style: Collaborative yet decisive leader who can navigate complex technology decisions while building consensus among stakeholders
Problem-Solving Approach: Strategic thinker who can identify root causes and implement sustainable solutions rather than quick fixes
Communication Skills: Excellent communicator who can translate technical concepts for non-technical audiences and influence at the executive level
Change Orientation: Forward-thinking and adaptable, with a proven ability to lead technology transformations
Business Acumen: Strong understanding of how technology enables business objectives; ability to make technology decisions that drive ROI
Cultural Fit: Demonstrates alignment with [company] values including [core values]
Expertise: Deep knowledge of IT infrastructure, cybersecurity, and technology operations management

Screening Interview

Directions for the Interviewer

This initial screening is designed to quickly assess whether candidates have the foundational qualifications and experience required for the IT Director role. Focus on understanding their career progression, leadership experience, and technical expertise. Look for evidence of strategic thinking and the ability to align technology with business objectives. This interview should help identify candidates who not only have the technical skills but also the leadership capabilities to drive the IT organization forward.

Remember to set expectations about the role and hiring process, and leave time for candidates to ask questions. Your goal is to determine which candidates should move forward to more in-depth interviews while providing a positive candidate experience.

Directions to Share with Candidate

I'll be asking you questions about your background, leadership experience, and approach to IT management. This conversation will help us understand your qualifications for the IT Director role and give you an opportunity to learn more about the position and our company. Feel free to ask clarifying questions throughout, and we'll have time for your questions at the end.

Interview Questions

Tell me about your current role and responsibilities as they relate to IT leadership.

Areas to Cover

Current leadership scope (team size, budget, technical domain)
Key responsibilities and how they've evolved
Strategic initiatives they've led
Reporting structure and stakeholder relationships
Major accomplishments and challenges in current role

Possible Follow-up Questions

How has your role evolved since you started in the position?
What's the most significant initiative you've led in your current role?
How do you balance strategic planning with daily operational demands?
How do you measure success in your current role?

Describe your experience developing and implementing an IT strategy aligned with business objectives.

Areas to Cover

Process for creating technology roadmaps
Methods for aligning IT initiatives with business goals
Stakeholder involvement in strategy development
Implementation approach and change management
Metrics for measuring strategic success

Possible Follow-up Questions

How did you identify which technologies to prioritize?
How did you secure buy-in from executive leadership?
What challenges did you face during implementation?
How did you measure ROI for major technology investments?

What experience do you have managing cybersecurity and risk mitigation for an organization?

Areas to Cover

Approach to security governance and policy development
Experience with security assessments and compliance
Incident response planning and management
Data privacy and protection measures
Collaboration with other departments on security matters

Possible Follow-up Questions

How do you stay current on emerging security threats?
How do you balance security requirements with user experience?
Can you describe a security incident you managed and what you learned?
How do you ensure compliance with relevant regulations?

Describe your leadership style and approach to managing IT teams.

Areas to Cover

Team building and talent development strategies
Communication and feedback methods
Performance management approach
Conflict resolution techniques
Creating culture of innovation and continuous improvement

Possible Follow-up Questions

How do you motivate team members during challenging projects?
How do you handle performance issues within your team?
How do you promote knowledge sharing and professional development?
What's your approach to hiring and retaining top IT talent?

Tell me about your experience managing IT budgets and vendor relationships.

Areas to Cover

Budget development and management process
Cost optimization strategies
Vendor selection and management approach
Contract negotiation experience
ROI analysis and technology investment decisions

Possible Follow-up Questions

How have you successfully reduced IT costs while maintaining service levels?
What's your approach to evaluating new vendors or technologies?
How do you handle vendor performance issues?
What's the largest IT budget you've managed and how did you ensure effective utilization?

How do you stay current with emerging technologies, and how do you evaluate which ones to adopt?

Areas to Cover

Methods for technology trend monitoring
Evaluation framework for new technologies
Pilot/proof of concept approaches
Change management for technology adoption
Balancing innovation with operational stability

Possible Follow-up Questions

Can you give an example of a new technology you successfully implemented?
How do you avoid chasing trends that don't deliver business value?
How do you balance early adoption with proven solutions?
How do you involve business stakeholders in technology decisions?

Interview Scorecard

Technical Leadership

0: Not Enough Information Gathered to Evaluate
1: Limited technical expertise; struggles to articulate IT concepts clearly
2: Demonstrates solid technical knowledge but may lack depth in some areas
3: Strong technical background with clear understanding of enterprise IT systems
4: Exceptional technical expertise across multiple domains with strategic perspective

Leadership Experience

0: Not Enough Information Gathered to Evaluate
1: Minimal leadership experience or demonstrated difficulties in team management
2: Some leadership experience but limited scope or impact
3: Proven track record leading IT teams with positive outcomes
4: Exceptional leadership history with demonstrable team development and organizational impact

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Primarily focused on tactical concerns; limited strategic vision
2: Demonstrates some strategic thinking but may struggle with execution
3: Clear ability to develop and implement strategic initiatives
4: Exceptional strategic vision with proven ability to align technology with business objectives

Security & Risk Management

0: Not Enough Information Gathered to Evaluate
1: Basic understanding of security concepts but limited implementation experience
2: Solid security knowledge but gaps in comprehensive risk management
3: Strong security and risk management experience with clear methodologies
4: Comprehensive security expertise with proven success in risk mitigation strategies

Develop and implement a comprehensive IT strategic plan aligned with business objectives

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited strategic planning experience
2: May Partially Achieve Goal; has some experience but lacks comprehensive approach
3: Likely to Achieve Goal; demonstrated relevant experience in strategic planning
4: Likely to Exceed Goal; exceptional strategic planning capabilities with proven business alignment

Successfully lead the modernization of outdated systems while minimizing disruption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; lacks experience with system modernization
2: May Partially Achieve Goal; has led some upgrades but with significant disruption
3: Likely to Achieve Goal; proven experience modernizing systems with minimal issues
4: Likely to Exceed Goal; demonstrated excellence in transformation with business continuity

Establish robust cybersecurity protocols and disaster recovery plans

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited security governance experience
2: May Partially Achieve Goal; some security experience but gaps in comprehensive approach
3: Likely to Achieve Goal; strong security background with disaster recovery experience
4: Likely to Exceed Goal; comprehensive security expertise with proven disaster planning success

Build and maintain a high-performing IT team with improved retention

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited team building experience or concerning approaches
2: May Partially Achieve Goal; some team leadership but unclear retention strategies
3: Likely to Achieve Goal; demonstrated team development with good retention history
4: Likely to Exceed Goal; exceptional talent development with proven retention strategies

Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited budget management experience
2: May Partially Achieve Goal; some budget experience but limited optimization strategies
3: Likely to Achieve Goal; proven budget management with clear optimization approaches
4: Likely to Exceed Goal; exceptional financial management with innovative cost optimization

Hiring Recommendation

1: Strong No Hire - Significant gaps in critical areas
2: No Hire - Does not meet key requirements for the role
3: Hire - Meets requirements and likely to succeed in the role
4: Strong Hire - Exceptional candidate who will excel in the role

Chronological Interview

Directions for the Interviewer

This in-depth interview follows a chronological approach to understanding the candidate's career progression, with particular focus on their IT leadership experience. Your goal is to thoroughly explore the candidate's work history, examining their leadership style, decision-making processes, and how they've handled challenges throughout their career.

Focus more deeply on recent and relevant roles, particularly positions involving IT leadership, strategic planning, and team management. Listen for patterns across their career that indicate consistent strengths or potential areas of concern. Pay special attention to transitions between roles to understand their motivations and career growth.

Ask follow-up questions that probe for specific examples and outcomes, rather than accepting general statements. Gather context around their claimed achievements to assess their actual contributions and impact. This interview should give you a comprehensive understanding of the candidate's career trajectory and leadership capabilities.

Directions to Share with Candidate

Today, I'd like to walk through your career history to understand your professional journey and leadership experience. We'll start with your earlier relevant roles and work forward, focusing more on recent positions. For each role, I'll ask about your responsibilities, accomplishments, challenges, and what you learned. I'm interested in understanding not just what you did, but how you approached leadership situations and the impact you made. This will help us assess how your experience aligns with our IT Director role.

Interview Questions

Before we dive into specific roles, tell me about what initially drew you to IT leadership and how your interest in this field has evolved over your career.

Areas to Cover

Initial motivation for pursuing an IT career
Key inflection points in their career development
Professional values and how they've evolved
Long-term career aspirations
Areas of passion within technology leadership

Possible Follow-up Questions

What aspects of IT leadership do you find most rewarding?
How has your vision of effective IT leadership changed over time?
What technology domains are you most passionate about?
What professional accomplishments are you most proud of?

Let's start with [first relevant role]. What were your responsibilities, and what were the most significant projects or initiatives you led?

Areas to Cover

Scope of responsibility (team size, budget, technology domains)
Key initiatives and their business impact
Leadership challenges and how they were addressed
Key relationships with stakeholders
Professional growth during this period

Possible Follow-up Questions

What were the biggest challenges in this role and how did you overcome them?
How did you measure success in this position?
What were your most significant accomplishments?
What leadership lessons did you learn in this role?

Tell me about your transition from [previous role] to [next role]. What motivated this change, and how did your responsibilities evolve?

Areas to Cover

Reasons for role transition
How they adapted to new responsibilities
Changes in leadership approach
Differences in organizational culture
Skills developed in the new role

Possible Follow-up Questions

What aspects of the new role did you find most challenging?
How did your leadership style adapt to the new environment?
What new skills or knowledge did you need to develop?
How did your previous experience prepare you for this role?

In your role at [company with relevant IT leadership position], tell me about a significant technology transformation you led. What was the business need, your approach, and the outcome?

Areas to Cover

Business context and strategic objectives
Planning and stakeholder management approach
Technology selection and implementation strategy
Change management and team leadership
Outcomes, metrics, and lessons learned

Possible Follow-up Questions

How did you secure buy-in from stakeholders?
What unexpected challenges emerged, and how did you address them?
How did you manage resistance to change?
What would you do differently if you approached this project again?

Describe a situation at [relevant company] where you had to make difficult decisions regarding IT resources, staffing, or project prioritization.

Areas to Cover

Decision-making process and criteria
Stakeholder communication and management
Impact of decisions on team and operations
Outcome analysis and lessons learned
Leadership qualities demonstrated

Possible Follow-up Questions

How did you communicate these difficult decisions to affected stakeholders?
What alternatives did you consider?
How did you balance technical considerations with business needs?
How did you support team members affected by these decisions?

Throughout your career, how has your approach to cybersecurity and risk management evolved?

Areas to Cover

Development of security philosophy and governance approaches
Changes in threat landscape and response strategies
Evolution of compliance management
Crisis management experiences
Partnership with business on security matters

Possible Follow-up Questions

How have you balanced security requirements with user experience and business needs?
How have you cultivated a security-conscious culture?
What security incidents have shaped your approach?
How do you stay current with evolving security threats?

Looking at your career progression, how has your approach to talent development and team leadership evolved?

Areas to Cover

Evolution of management and leadership style
Team building and retention strategies
Performance management approaches
Methods for developing team capabilities
Creating high-performance IT culture

Possible Follow-up Questions

What leadership approaches have you found most effective?
How do you identify and develop potential in team members?
What's your approach to addressing performance issues?
How do you promote innovation within your teams?

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

Areas to Cover

Relevant experience alignment with current opportunity
Transferable skills and knowledge
Leadership lessons applicable to this role
Understanding of role requirements
Self-awareness and career reflection

Possible Follow-up Questions

What aspects of this role seem most familiar based on your experience?
What areas would represent new challenges for you?
How would you apply lessons from your career to our organization?
What questions do you have about how this role compares to your previous experience?

Interview Scorecard

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Inconsistent career path with unexplained gaps or frequent changes
2: Steady career progression but limited growth in responsibility
3: Clear upward trajectory with increasing responsibility and leadership
4: Exceptional career advancement demonstrating consistent growth and achievement

Leadership Development

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of leadership growth or adaptation
2: Some leadership development but may lack depth or breadth
3: Clear evolution of leadership capabilities with demonstrated learning
4: Exceptional leadership journey showing continuous improvement and adaptation

Strategic Decision-Making

0: Not Enough Information Gathered to Evaluate
1: Decisions appear primarily tactical with limited strategic consideration
2: Shows some strategic thinking but may lack comprehensive approach
3: Demonstrates solid strategic decision-making with business alignment
4: Exceptional strategic insight with proven business impact from decisions

Change Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience leading organizational change
2: Some change management experience with mixed results
3: Proven ability to lead significant change initiatives successfully
4: Exceptional change leadership with transformative organizational impact

Team Development

0: Not Enough Information Gathered to Evaluate
1: Minimal focus on team development or concerning approaches
2: Basic team development efforts but limited depth or impact
3: Strong team development practices with positive outcomes
4: Exceptional talent development creating high-performing teams

Develop and implement a comprehensive IT strategic plan aligned with business objectives

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; career shows limited strategic planning success
2: May Partially Achieve Goal; has developed strategies but alignment may be inconsistent
3: Likely to Achieve Goal; demonstrated success creating aligned strategies
4: Likely to Exceed Goal; exceptional strategic planning history with business impact

Successfully lead the modernization of outdated systems while minimizing disruption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited transformation experience or unsuccessful attempts
2: May Partially Achieve Goal; some modernization experience with mixed results
3: Likely to Achieve Goal; proven success in system modernization
4: Likely to Exceed Goal; exceptional track record of successful technology transformation

Establish robust cybersecurity protocols and disaster recovery plans

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; minimal security leadership experience
2: May Partially Achieve Goal; some security experience but limited scope
3: Likely to Achieve Goal; demonstrated security governance and planning
4: Likely to Exceed Goal; comprehensive security leadership with proven results

Build and maintain a high-performing IT team with improved retention

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; career shows limited team development success
2: May Partially Achieve Goal; mixed team management results
3: Likely to Achieve Goal; consistent team building success across roles
4: Likely to Exceed Goal; exceptional talent development throughout career

Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited budget optimization experience
2: May Partially Achieve Goal; some budget management but limited innovation
3: Likely to Achieve Goal; proven financial management with value focus
4: Likely to Exceed Goal; exceptional budget optimization throughout career

Hiring Recommendation

1: Strong No Hire - Career trajectory does not align with our needs
2: No Hire - Insufficient evidence of necessary leadership capabilities
3: Hire - Career demonstrates relevant experience and leadership
4: Strong Hire - Exceptional career progression with directly applicable experience

IT Strategy Work Sample

Directions for the Interviewer

This work sample will assess the candidate's ability to develop and articulate a strategic IT vision aligned with business objectives. You'll evaluate their analytical thinking, strategic planning capabilities, and communication skills. The exercise simulates a real-world scenario they would encounter as an IT Director.

Before the interview, send the candidate the scenario information (found in the Directions to Share with Candidate section) and give them at least 48 hours to prepare. During the session, allow the candidate to present their strategy, asking probing questions to understand their thought process and the depth of their analysis.

Focus on how they balance technical considerations with business needs, their approach to prioritization, and their understanding of change management. Their response should demonstrate not just technical knowledge, but an ability to create business value through technology. Pay attention to both the content of their strategy and how effectively they communicate complex technical concepts.

Directions to Share with Candidate

IT Strategy Assessment Exercise

As part of our interview process, we'd like you to prepare a high-level IT strategy presentation addressing the following scenario. You'll have 20 minutes to present your strategy followed by 25 minutes of discussion.

Scenario:

You've joined [Company] as the new IT Director. The organization is experiencing significant growth and facing these challenges:

Legacy systems that are increasingly difficult to maintain
Rising cybersecurity concerns
Increasing demands for data analytics capabilities
Need for better cross-departmental collaboration tools
Budget constraints requiring careful prioritization

Your task:

Develop a 12-18 month IT strategy that addresses these challenges while supporting business growth. Your presentation should include:

Your assessment of the current state based on the information provided
Strategic priorities and rationale
High-level implementation approach
Key risks and mitigation strategies
Success metrics

Please prepare a 5-7 slide presentation. This is not about perfect information (we recognize you don't have all the details about our environment), but rather about your strategic thinking, approach to planning, and ability to communicate effectively.

Interview Questions

Walk me through your assessment of the current state challenges and their business impact.

Areas to Cover

Understanding of technical debt and legacy system implications
Business risks of the current environment
Interdependencies between technical challenges
Prioritization of issues based on business impact
Strategic versus tactical challenges

Possible Follow-up Questions

What additional information would you want to gather to refine your assessment?
How would you determine which legacy systems to prioritize for modernization?
How do you assess the true business impact of technical challenges?
How would you communicate these challenges to non-technical executives?

Explain your strategic priorities and why you chose them.

Areas to Cover

Rationale for prioritization decisions
Alignment with business objectives
Balance between immediate needs and long-term vision
Resource allocation considerations
Dependencies between strategic initiatives

Possible Follow-up Questions

How might your priorities change if the business strategy shifted?
What lower priority items might become critical under certain circumstances?
How would you adjust if budget constraints became more severe?
How would you ensure technology investments deliver maximum business value?

Describe your implementation approach and timeline.

Areas to Cover

Phasing and sequencing logic
Resource management strategy
Change management considerations
Stakeholder engagement approach
Governance model for implementation

Possible Follow-up Questions

How would you approach building consensus for your strategy?
What role would the existing IT team play in implementation?
How would you manage business disruption during implementation?
What would be your first 30/60/90 days in implementing this strategy?

What key risks do you see in your strategy, and how would you mitigate them?

Areas to Cover

Comprehensive risk assessment
Practical mitigation strategies
Contingency planning approach
Change resistance considerations
Budget and resource risk management

Possible Follow-up Questions

How would you identify risks that aren't immediately apparent?
What early warning signs would you look for to indicate potential issues?
How would you balance speed of implementation with risk management?
How do you approach making risk-based decisions?

How would you measure the success of your strategy?

Areas to Cover

Balance of technical and business metrics
Leading and lagging indicators
Approach to reporting and transparency
Continuous improvement mechanisms
Long-term value assessment approach

Possible Follow-up Questions

How would you communicate progress to different stakeholders?
What would indicate that a strategic adjustment is needed?
How do you measure the business value of IT investments?
What baseline metrics would you establish at the outset?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Strategy is primarily tactical with limited long-term vision
2: Shows some strategic elements but lacks cohesion or clear prioritization
3: Well-developed strategy with clear priorities and business alignment
4: Exceptional strategic vision balancing short-term needs with long-term transformation

Business Alignment

0: Not Enough Information Gathered to Evaluate
1: Limited focus on business outcomes; primarily technology-driven
2: Some business alignment but gaps in understanding value creation
3: Clear business focus with technology decisions tied to organizational goals
4: Exceptional business alignment demonstrating deep understanding of value creation

Implementation Planning

0: Not Enough Information Gathered to Evaluate
1: Vague implementation approach with limited practicality
2: Basic implementation plan with some gaps in sequencing or change management
3: Comprehensive implementation approach with practical phasing and considerations
4: Exceptional implementation strategy addressing complexities, dependencies, and change

Risk Management

0: Not Enough Information Gathered to Evaluate
1: Limited risk identification or unrealistic mitigation strategies
2: Basic risk assessment but gaps in mitigation planning
3: Thorough risk analysis with practical mitigation strategies
4: Exceptional risk management approach demonstrating foresight and contingency planning

Communication Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Presentation was unclear or overly technical for the audience
2: Adequate communication but room for improvement in clarity or structure
3: Clear, well-structured communication appropriate for executive audience
4: Exceptional communication demonstrating ability to articulate complex concepts persuasively

Develop and implement a comprehensive IT strategic plan aligned with business objectives

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; strategy lacks coherence or business alignment
2: May Partially Achieve Goal; strategy has merit but gaps in comprehensiveness
3: Likely to Achieve Goal; demonstrated strong strategic planning capability
4: Likely to Exceed Goal; exceptional strategy with innovative business alignment

Successfully lead the modernization of outdated systems while minimizing disruption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; modernization approach lacks practicality
2: May Partially Achieve Goal; modernization plan has merit but may cause disruption
3: Likely to Achieve Goal; solid approach to modernization with disruption planning
4: Likely to Exceed Goal; innovative modernization strategy minimizing business impact

Establish robust cybersecurity protocols and disaster recovery plans

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; security considerations minimal or impractical
2: May Partially Achieve Goal; security addressed but gaps in approach
3: Likely to Achieve Goal; comprehensive security strategy within overall plan
4: Likely to Exceed Goal; exceptional security planning integrated with business needs

Build and maintain a high-performing IT team with improved retention

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited people considerations in strategy
2: May Partially Achieve Goal; some team considerations but not comprehensive
3: Likely to Achieve Goal; team development integrated into strategic plan
4: Likely to Exceed Goal; innovative talent strategy as core component of plan

Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited financial considerations in strategy
2: May Partially Achieve Goal; basic budget awareness but gaps in optimization
3: Likely to Achieve Goal; value-focused financial planning in strategy
4: Likely to Exceed Goal; exceptional approach to maximizing ROI while controlling costs

Hiring Recommendation

1: Strong No Hire - Strategy demonstrates significant gaps in strategic thinking
2: No Hire - Strategy lacks sufficient depth or business alignment
3: Hire - Strategy demonstrates solid strategic capabilities and business understanding
4: Strong Hire - Exceptional strategy demonstrating superior strategic leadership

Leadership & Strategic Thinking Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's leadership capabilities, strategic thinking, and ability to drive change. Your goal is to understand how they approach building and leading teams, making strategic decisions, and navigating complex organizational challenges. Focus on real examples from their experience rather than hypothetical scenarios.

Look for evidence of adaptability, emotional intelligence, and the ability to influence across an organization. Pay particular attention to how they've handled adversity, resistance to change, and conflict. Their responses should demonstrate a leadership style that would be effective in your organization's culture.

This interview requires deep listening and thoughtful follow-up questions. Probe beyond initial answers to understand the candidate's thought processes, values, and leadership philosophy. Take notes on specific examples they provide, as these will be valuable for evaluation and discussion during the debrief meeting.

Directions to Share with Candidate

In this conversation, I'd like to explore your leadership approach and strategic thinking. I'm interested in understanding how you've led teams, made strategic decisions, and navigated challenges in your previous roles. I'll be asking for specific examples, so please take a moment to reflect before answering if needed. Feel free to ask for clarification if a question isn't clear.

Interview Questions

Tell me about a time when you had to transform an underperforming IT team or function. What was your approach and what were the results?

Areas to Cover

Assessment process for understanding issues
Vision development and goal setting
Change management approach
Team engagement and motivation strategies
Performance measurement and accountability
Challenges encountered and how they were addressed

Possible Follow-up Questions

How did you diagnose the root causes of underperformance?
How did you handle resistance to change?
What metrics did you use to track improvement?
What would you do differently if facing a similar situation now?

Describe a situation where you had to align IT initiatives with broader business strategy. How did you ensure technology investments supported business goals?

Areas to Cover

Process for understanding business objectives
Stakeholder engagement approach
Prioritization methodology
ROI and value measurement
Communication strategy with executives
Challenges in gaining alignment

Possible Follow-up Questions

How did you translate business needs into technology requirements?
How did you handle competing priorities from different business units?
What metrics did you use to demonstrate business value?
How did you manage expectations throughout the process?

Tell me about a time when you had to make a difficult or unpopular technology decision. How did you approach it and what was the outcome?

Areas to Cover

Decision-making process and criteria
Stakeholder management approach
Risk assessment and mitigation
Communication strategy
Implementation challenges
Lessons learned

Possible Follow-up Questions

What alternatives did you consider?
How did you build support for the decision?
What resistance did you face and how did you address it?
How did you know it was the right decision despite opposition?

Describe your approach to developing IT talent and building high-performing teams.

Areas to Cover

Hiring and onboarding practices
Performance management approach
Professional development and growth opportunities
Team culture cultivation
Succession planning
Diversity and inclusion considerations

Possible Follow-up Questions

How do you identify and develop potential in team members?
How do you address performance issues?
What techniques have you found most effective for motivating teams?
How do you promote knowledge sharing and collaboration?

Give me an example of how you've managed a major cybersecurity or business continuity challenge.

Areas to Cover

Risk assessment approach
Planning and preparation methods
Crisis management capabilities
Cross-functional collaboration
Communication during crisis
Recovery and lessons learned

Possible Follow-up Questions

How did you balance security requirements with business needs?
How did you ensure preparedness across the organization?
What unexpected challenges emerged and how did you handle them?
How did you incorporate lessons learned into future planning?

Tell me about your experience managing significant IT budget and vendor relationships.

Areas to Cover

Budget development and management process
Cost optimization strategies
Vendor evaluation and selection approach
Contract negotiation tactics
Vendor performance management
Strategic partnerships vs. transactional relationships

Possible Follow-up Questions

How have you made difficult budget allocation decisions?
How do you ensure you're getting maximum value from vendors?
How do you handle vendor performance issues?
What's your approach to evaluating new technologies or services?

Describe a situation where you had to influence stakeholders outside your direct authority to support a major IT initiative.

Areas to Cover

Stakeholder analysis approach
Relationship building techniques
Communication and persuasion strategies
Addressing resistance and objections
Building coalitions and finding champions
Persistence and adaptation tactics

Possible Follow-up Questions

How did you identify key stakeholders and their concerns?
What resistance did you encounter and how did you overcome it?
How did you tailor your message for different audiences?
What would you do differently in a similar future situation?

Interview Scorecard

Leadership Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Shows significant gaps in leadership capabilities
2: Demonstrates some leadership skills but lacks depth in critical areas
3: Strong leadership capabilities with proven ability to drive results
4: Exceptional leadership demonstrating vision, influence, and people development

Strategic Vision

0: Not Enough Information Gathered to Evaluate
1: Primarily tactical thinking with limited strategic perspective
2: Shows some strategic capability but gaps in comprehensive approach
3: Strong strategic vision with clear business alignment
4: Exceptional strategic thinking balancing innovation with practical execution

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience or effectiveness in stakeholder engagement
2: Basic stakeholder management but room for improvement
3: Strong stakeholder management with proven influence skills
4: Exceptional ability to build relationships and influence across organizations

Decision Making

0: Not Enough Information Gathered to Evaluate
1: Questionable decision-making process or judgment
2: Adequate decision making but may lack rigor in some areas
3: Strong, thoughtful decision making with clear rationale
4: Exceptional decision making balancing data, experience, and intuition

Change Leadership

0: Not Enough Information Gathered to Evaluate
1: Limited experience or success in leading change
2: Some change management experience with mixed results
3: Strong change leadership with proven methodologies
4: Exceptional ability to drive transformational change with minimal resistance

Develop and implement a comprehensive IT strategic plan aligned with business objectives

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited strategic planning approach
2: May Partially Achieve Goal; strategic capabilities need development
3: Likely to Achieve Goal; demonstrated strong strategic planning leadership
4: Likely to Exceed Goal; exceptional strategic leadership capabilities

Successfully lead the modernization of outdated systems while minimizing disruption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited change management approach
2: May Partially Achieve Goal; some change experience but potential gaps
3: Likely to Achieve Goal; proven transformation leadership capabilities
4: Likely to Exceed Goal; exceptional change leadership with minimal disruption

Establish robust cybersecurity protocols and disaster recovery plans

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited security leadership demonstrated
2: May Partially Achieve Goal; some security governance experience
3: Likely to Achieve Goal; strong security leadership approach
4: Likely to Exceed Goal; exceptional security and continuity leadership

Build and maintain a high-performing IT team with improved retention

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; concerning team leadership approach
2: May Partially Achieve Goal; basic team leadership but gaps exist
3: Likely to Achieve Goal; strong team development capabilities
4: Likely to Exceed Goal; exceptional talent leadership and development approach

Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited financial management approach
2: May Partially Achieve Goal; basic budget management but limited optimization
3: Likely to Achieve Goal; strong financial leadership with value focus
4: Likely to Exceed Goal; exceptional budget optimization leadership

Hiring Recommendation

1: Strong No Hire - Significant concerns about leadership capabilities
2: No Hire - Does not demonstrate necessary leadership for this role
3: Hire - Strong leadership capabilities aligned with our needs
4: Strong Hire - Exceptional leader who will drive significant impact

Executive Interview (Optional)

Directions for the Interviewer

This interview provides an opportunity for senior leadership to assess the candidate's fit with the executive team and organizational culture. Focus on high-level strategic thinking, cultural alignment, and leadership philosophy rather than technical details. Your goal is to determine if this candidate will be an effective partner in driving the organization's technology vision and contributing to broader business discussions.

Approach this as a two-way conversation rather than a formal interview. Share insights about the organization's challenges and strategic direction to gauge the candidate's thought process and potential contributions. Look for their ability to quickly grasp business contexts, ask insightful questions, and articulate how technology can enable business outcomes.

Pay attention to communication style, executive presence, and values alignment. Consider how this candidate would interact with the leadership team and represent the IT function in cross-functional initiatives.

Directions to Share with Candidate

This conversation is an opportunity for us to discuss how you might contribute to our executive team and organizational strategy. I'd like to explore your perspectives on technology leadership and how you partner with business leaders to drive value. This will be a more conversational discussion where we can both learn more about potential fit. Feel free to ask questions throughout our conversation.

Interview Questions

What do you see as the most significant ways IT can contribute strategic value to [industry] organizations today?

Areas to Cover

Understanding of industry-specific technology trends
Vision for technology as a business enabler
Balance of innovation and operational excellence
Data and analytics perspectives
Digital transformation insights

Possible Follow-up Questions

How have you seen these opportunities realized in your previous roles?
How do you determine which innovations to pursue versus which to monitor?
How do you measure the strategic value of IT investments?
What are the biggest barriers to realizing this value, and how would you address them?

Tell me about your leadership philosophy and how you build effective relationships with other executives.

Areas to Cover

Leadership values and principles
Executive communication approach
Conflict resolution at leadership level
Building trust and credibility
Balancing advocacy for IT with enterprise perspective

Possible Follow-up Questions

How do you adapt your leadership style to different situations?
How do you handle disagreements with peers at the executive level?
How do you ensure IT has a voice in strategic business decisions?
What would your previous executive colleagues say about working with you?

How do you balance innovation with operational stability and security in your technology strategy?

Areas to Cover

Risk assessment framework
Innovation management approach
Resource allocation methodology
Governance models
Change management philosophy

Possible Follow-up Questions

How do you create space for innovation while maintaining core services?
How do you determine acceptable risk for new technologies?
How do you reconcile competing priorities from different business units?
What's your approach to "fast failures" versus careful planning?

What questions do you have about our organization's strategic direction and how technology supports it?

Areas to Cover

Level of preparation and research about the company
Strategic thinking about company-specific challenges
Quality and insight of questions
Ability to make connections to their experience
Vision for potential contributions

Possible Follow-up Questions

Based on what you know, what technology opportunities do you see for us?
What aspects of our strategy resonate most with your experience?
What technology challenges do you anticipate we might face?
How would you approach learning about our specific business needs?

Describe how you've managed organizational politics and competing priorities in previous leadership roles.

Areas to Cover

Political awareness and savvy
Negotiation and influence tactics
Resource allocation in constrained environments
Managing executive expectations
Maintaining integrity while navigating complexity

Possible Follow-up Questions

How do you build alliances to support important initiatives?
How do you handle situations where business units compete for limited resources?
How do you communicate difficult messages to senior stakeholders?
What are the most challenging political situations you've navigated?

What do you believe makes a successful executive team, and how would you contribute to that dynamic?

Areas to Cover

Team dynamics understanding
Collaboration philosophy
Perspective on healthy debate and decision making
Self-awareness about strengths and contributions
Commitment to collective success

Possible Follow-up Questions

How do you contribute to team effectiveness beyond your functional expertise?
How do you handle situations where the team is divided on important issues?
What role do you typically play in executive team settings?
How do you ensure you're getting diverse perspectives in your decision making?

Interview Scorecard

Executive Perspective

0: Not Enough Information Gathered to Evaluate
1: Primarily focused on technical considerations with limited business perspective
2: Shows business awareness but may lack depth in strategic thinking
3: Strong business perspective with clear strategic orientation
4: Exceptional enterprise-level thinking transcending functional boundaries

Cultural Alignment

0: Not Enough Information Gathered to Evaluate
1: Potential misalignment with organizational values or leadership approach
2: General alignment but some areas of potential friction
3: Strong alignment with organizational culture and values
4: Exceptional cultural fit with potential to enhance organizational values

Communication & Influence

0: Not Enough Information Gathered to Evaluate
1: Communication style may be ineffective at executive level
2: Adequate communication but room for improvement in executive presence
3: Strong executive communication and influence capabilities
4: Exceptional ability to communicate, influence and build consensus

Strategic Insight

0: Not Enough Information Gathered to Evaluate
1: Limited strategic insights relative to the role requirements
2: Shows some strategic thinking but gaps in comprehensive vision
3: Strong strategic insights relevant to organizational challenges
4: Exceptional strategic perspective with innovative yet practical insights

Leadership Maturity

0: Not Enough Information Gathered to Evaluate
1: Leadership approach may be too narrow or stylistically misaligned
2: Adequate leadership maturity but potential growth areas
3: Strong leadership maturity appropriate for executive level
4: Exceptional leadership maturity demonstrating wisdom and self-awareness

Develop and implement a comprehensive IT strategic plan aligned with business objectives

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited strategic insight or alignment
2: May Partially Achieve Goal; strategic thinking needs development
3: Likely to Achieve Goal; strong strategic alignment capabilities
4: Likely to Exceed Goal; exceptional strategic leadership at executive level

Successfully lead the modernization of outdated systems while minimizing disruption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; modernization approach misaligned with culture
2: May Partially Achieve Goal; change leadership needs development
3: Likely to Achieve Goal; strong transformation leadership approach
4: Likely to Exceed Goal; exceptional change leadership with executive-level alignment

Establish robust cybersecurity protocols and disaster recovery plans

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; security leadership approach inadequate
2: May Partially Achieve Goal; security governance needs development
3: Likely to Achieve Goal; strong security leadership at executive level
4: Likely to Exceed Goal; exceptional security leadership with business context

Build and maintain a high-performing IT team with improved retention

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; leadership style misaligned with culture
2: May Partially Achieve Goal; team leadership needs development
3: Likely to Achieve Goal; strong people leadership approach
4: Likely to Exceed Goal; exceptional talent leadership with executive perspective

Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; financial approach misaligned with organization
2: May Partially Achieve Goal; financial leadership needs development
3: Likely to Achieve Goal; strong financial stewardship approach
4: Likely to Exceed Goal; exceptional financial leadership with enterprise view

Hiring Recommendation

1: Strong No Hire - Significant concerns about executive fit or capabilities
2: No Hire - Does not demonstrate necessary executive perspective
3: Hire - Strong executive potential aligned with organizational needs
4: Strong Hire - Exceptional executive who will enhance leadership team

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

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

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

Are there any additional comments about the Candidate?

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

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

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

Has anyone changed their hire/no-hire recommendation?

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

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

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

What are the next steps?

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

Reference Checks

Directions for Conducting Reference Checks

These reference checks are designed to validate the candidate's past performance and leadership capabilities, while gathering additional context about their working style and impact. Aim to speak with at least two former managers and possibly one peer or direct report for a well-rounded perspective.

Begin by explaining to the reference that their honest feedback is valuable for ensuring mutual success if the candidate is hired. Establish rapport before diving into specific questions, and listen carefully for hesitations or qualifications in their responses.

Take detailed notes during the conversation, paying attention to patterns across multiple references. Look for consistency with what the candidate shared during interviews, and be alert to any potential red flags. Remember that reference checks are not just about confirming resume facts—they're an opportunity to gain deeper insights into how the candidate operates in real workplace situations.

The same questions can be used for multiple reference checks, though you may want to tailor certain questions based on the reference's relationship to the candidate (manager, peer, direct report, etc.).

Questions for Reference Checks

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

Guidance: Establish the context of the relationship, the duration, and how closely they worked together. This helps calibrate the weight you give to their other responses.

What were [Candidate]'s primary responsibilities when working with you?

Guidance: Verify the candidate's role and scope of responsibility. Listen for alignment with what the candidate shared during interviews.

What would you say are [Candidate]'s 2-3 greatest strengths as an IT leader?

Guidance: Look for alignment with the core competencies needed for your IT Director role. Ask for specific examples that demonstrate these strengths.

What areas would you suggest [Candidate] focus on for professional development?

Guidance: This is a diplomatic way to ask about weaknesses. Listen carefully to how the reference phrases their response and whether they hesitate or minimize potential concerns.

How would you describe [Candidate]'s leadership style and effectiveness in managing teams?

Guidance: Listen for specifics about team building, delegation, development of direct reports, and handling of performance issues. Ask for examples that illustrate their approach.

Can you tell me about a significant IT initiative that [Candidate] led? What was their approach and what were the results?

Guidance: This question helps validate the candidate's impact and leadership capabilities. Listen for their strategic approach, stakeholder management, and ability to deliver results.

How did [Candidate] handle challenging situations or conflicts, particularly with stakeholders outside of IT?

Guidance: This question assesses their interpersonal skills, conflict resolution abilities, and effectiveness in cross-functional leadership.

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

Guidance: This is often one of the most revealing questions. Anything below an 8 warrants further discussion. Pay attention to both the rating and the explanation.

Reference Check Scorecard

Leadership Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Reference indicates significant leadership limitations
2: Reference suggests adequate but not exceptional leadership
3: Reference confirms strong leadership capabilities
4: Reference enthusiastically endorses exceptional leadership

Technical Competence

0: Not Enough Information Gathered to Evaluate
1: Reference indicates concerns about technical depth or currency
2: Reference suggests adequate technical capabilities
3: Reference confirms strong technical leadership
4: Reference enthusiastically endorses exceptional technical expertise

Interpersonal Skills

0: Not Enough Information Gathered to Evaluate
1: Reference indicates concerns about interpersonal effectiveness
2: Reference suggests adequate interpersonal capabilities
3: Reference confirms strong interpersonal skills
4: Reference enthusiastically endorses exceptional interpersonal effectiveness

Reliability & Integrity

0: Not Enough Information Gathered to Evaluate
1: Reference indicates concerns about reliability or integrity
2: Reference suggests adequate reliability and integrity
3: Reference confirms strong reliability and integrity
4: Reference enthusiastically endorses exceptional trustworthiness

Develop and implement a comprehensive IT strategic plan aligned with business objectives

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates limited strategic success
2: May Partially Achieve Goal; reference suggests mixed strategic results
3: Likely to Achieve Goal; reference confirms strong strategic capabilities
4: Likely to Exceed Goal; reference enthusiastically endorses exceptional strategy

Successfully lead the modernization of outdated systems while minimizing disruption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates limited transformation success
2: May Partially Achieve Goal; reference suggests mixed modernization results
3: Likely to Achieve Goal; reference confirms strong modernization leadership
4: Likely to Exceed Goal; reference enthusiastically endorses transformation success

Establish robust cybersecurity protocols and disaster recovery plans

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates limited security leadership
2: May Partially Achieve Goal; reference suggests mixed security results
3: Likely to Achieve Goal; reference confirms strong security capabilities
4: Likely to Exceed Goal; reference enthusiastically endorses security leadership

Build and maintain a high-performing IT team with improved retention

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates team leadership concerns
2: May Partially Achieve Goal; reference suggests mixed team results
3: Likely to Achieve Goal; reference confirms strong team development
4: Likely to Exceed Goal; reference enthusiastically endorses talent leadership

Optimize IT spending to deliver maximum value while maintaining appropriate cost controls

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates budget management concerns
2: May Partially Achieve Goal; reference suggests mixed financial results
3: Likely to Achieve Goal; reference confirms strong financial management
4: Likely to Exceed Goal; reference enthusiastically endorses budget optimization

Frequently Asked Questions

How should I adapt this interview guide for a more technical or less senior IT leadership role?

For more technical roles like IT Manager or Infrastructure Lead, increase the focus on technical expertise in the work sample and add more specific technology questions. For less senior roles, you might eliminate the Executive Interview and simplify the strategy work sample to focus on a specific department rather than enterprise-wide planning. The core competencies remain relevant but should be adapted to the appropriate scope of responsibility.

How should we weigh technical expertise versus leadership skills for the IT Director role?

For an IT Director, both are essential but leadership typically edges out technical depth in importance. The candidate needs sufficient technical knowledge to make informed decisions and earn respect from their team, but their primary value comes from strategic vision, team leadership, and business partnership. If a candidate shows exceptional leadership but has a gap in a specific technical area, consider whether they could develop that knowledge or leverage team expertise effectively.

What if a candidate doesn't have experience in our specific industry?

Focus on transferable skills and leadership capabilities. Many IT leadership principles apply across industries, though specific regulatory knowledge or industry practices may vary. Look for candidates who demonstrate learning agility and curiosity about your industry, as they can often come up to speed quickly. You might find our article on hiring for potential helpful.

How should we evaluate candidates with stronger technical backgrounds versus those with stronger business backgrounds?

Consider your organization's current needs. If your IT function needs technical transformation, a candidate with deeper technical expertise might be preferable. If IT-business alignment is your primary challenge, a candidate with stronger business acumen could be more valuable. The ideal candidate demonstrates both, but most have relative strengths in one area. The work sample and leadership interviews should help reveal which profile better complements your existing team and addresses your most pressing needs.

Should we be concerned if a candidate doesn't have experience with a specific technology we use?

Not necessarily. Technology environments change constantly, and a strong IT leader should be able to quickly understand new technologies conceptually, even without hands-on experience. Focus more on their approach to technology evaluation, adoption, and management rather than specific technology experience. Their leadership of technical teams, vendor management skills, and learning agility are typically more important than familiarity with particular systems.

What red flags should we watch for during the interview process?

Watch for candidates who focus exclusively on technology without connecting to business outcomes, struggle to provide specific examples of leadership impact, deflect responsibility for failures, speak negatively about previous employers, demonstrate poor listening skills, or show limited curiosity about your organization. The reference checks are particularly important for validating any concerns that emerge during interviews.