Agile Interviews. Enough said. 

When it comes to the organizations that carry their own perception of what being Agile means, in accordance to their own business model, their own operating model, their own cultural values & principles and ultimately their own brand, how can we be certain that we are being matched appropriately?

We don't. 

Until the actual interview begins with our hiring manager, it is an uncertainty we sit with. The uncertainty of what this manager is going to do with our future as soon as it's in his/her hands. The uncertainty of joining an organization without actually knowing what you signed up for, despite what you learned within a few hours of having a conversation with a stranger, or perhaps a couple of strangers.

If the argument is to embrace change and embrace impermanence of any present state we are in, are we hiring people as they are now? Or are we hiring for the inevitability of who they will become? Are we hiring to help others feel confident in their own future, because we, as leaders, see the future with abundance and absolute clarity. 

Are we at the mercy of an organization's open requisitions and their recruiting agencies, or can we change the narrative by uncovering the belief systems that support the organization's values & principles by asking the right questions? 

Find out with newest guest speakers Jose Mata, and Dionna Steed as they share what it takes to find talent in a market that truly is impermanent.