Dallas, Texas, December 25, 2025
Executives in Dallas are redefining the hiring process by incorporating unconventional interview questions that uncover essential qualities in candidates. Aiming to assess traits like character, adaptability, and problem-solving skills, these leading CEOs highlight the importance of looking beyond traditional resumes. By asking distinctive questions, they seek candidates who align with their organizational values and can thrive in dynamic environments, ultimately transforming the hiring landscape in the Dallas business community.
Dallas, Texas
Dallas CEOs Share Unconventional Interview Questions to Uncover True Candidate Potential
In recent insights from the 2026 Dallas 500, leading executives in Dallas have revealed their unique approaches to interviewing job candidates. Moving beyond traditional questions, these CEOs aim to uncover deeper qualities such as character, resilience, and adaptability. Their unconventional questions provide a glimpse into the traits they value most in potential hires.
Innovative Interview Techniques
Several Dallas CEOs have shared distinctive questions they pose during interviews to assess candidates beyond their resumes:
- Chris Cassidy, President and CEO of the National Medal of Honor Museum: “Do you change the oil in your car on schedule and regularly?” This question evaluates a candidate’s attention to detail and responsibility.
- Dr. Kenneth Cooper, Founder and Chairman of Cooper Aerobics: “Were you ever in the Boy Scouts? Did you get your Eagle Award?” This inquiry seeks to understand a candidate’s commitment and leadership qualities.
- Adam Blumenfeld, CEO of Varsity Brands: “If I was standing around the water cooler chatting with a bunch of your peers, how would they describe your best assets and areas for development, other than ‘You work too hard?'” This question aims to gauge self-awareness and interpersonal skills.
- Shonn Brown, Vice President, General Counsel, and Chief Compliance Officer at Heidelberg Materials North America: “How do you approach conflict resolution?” This assesses a candidate’s problem-solving and interpersonal abilities.
- Byron Sanders, CEO and Founder of Arete Health: “You’re leading an expedition into deep jungle terrain, you come into contact with a tribe of people who’ve never had contact with people outside of their community. They’re living with primarily wooden and simple tools. Share with them your understanding of electricity.” This hypothetical scenario tests a candidate’s communication skills and ability to simplify complex concepts.
- Margot Carter, Co-Founder of Cien.ai: “I always ask, ‘Do you like Indian food?’ My team and I love Indian food and regularly order it. It also helps put people at ease during the interview process.” This question serves to build rapport and assess cultural fit.
- Edward Crawford, Co-Founder and Co-CEO of Coltala Holdings: “Tell me about a time you failed and what you learned. I don’t hire résumés—I hire resilience.” This seeks to understand a candidate’s ability to learn from setbacks.
- Chris Crosby, CEO of Compass Datacenters: “What is your ‘badassery’—something you are world class?” This question aims to uncover a candidate’s unique strengths and confidence.
- Carine Feyten, Chancellor and President of Texas Woman’s University System: “I often ask candidates, ‘If you were an appliance, what would you be and why?’ It’s a fun but revealing way to learn how people see their roles and strengths.” This question encourages creative thinking and self-reflection.
- Aasem Khalil, Head of the Dallas Office at Goldman Sachs: “When interviewing younger people, my favorite question is: ‘When was the last time you spoke to someone on the phone who wasn’t a family member?’ You’d be amazed at the shock as well as the broad array of answers people give.” This question assesses communication habits and social engagement.
- Debra Brennan Tagg, President of BFS Advisory Group: “What is your ninja skill?” This seeks to identify a candidate’s unique talents or skills.
- Nick Clark, Founding Partner of Stonethrow: “What is currently capturing your curiosity?” This question gauges a candidate’s interests and willingness to learn.
- Scott Ruch, CEO of Corgan: “I will occasionally ask someone their preference between smooth or crunchy peanut butter. There isn’t a right or wrong answer (smooth would of course be correct if there was). It is more of an opportunity to get candidates to let their guard down a little and interact more on an interpersonal level.” This lighthearted question aims to ease tension and foster a comfortable interview environment.
- Rachel Ferdinando, CEO of PepsiCo Foods U.S.: “‘Tell me about a time you had to influence without authority.’ It reveals collaboration, resilience, and creativity.” This assesses a candidate’s leadership and persuasion skills.
- Ken Fisher, Founder, Executive Chairman, and Co-Chief Investment Officer at Fisher Investments: “Tell me what you did yesterday—no not in general but from the time you woke up every 15 minutes.” This question evaluates a candidate’s time management and attention to detail.
- Christopher Gay, CEO and Co-Founder of Evry Health: “I ask them to read a paragraph from Moby Dick in their best radio voice.” This tests a candidate’s communication skills and ability to perform under pressure.
- Odessa Jenkins, Chairwoman of the Women’s National Football Conference: “What are you offended by?” This question seeks to understand a candidate’s values and boundaries.
- Jamee Jolly, President and CEO of The Real Estate Council: “If you were an animal, what animal would you be and why?” This encourages self-reflection and insight into a candidate’s personality.
- Colt McCoy, Fort Worth Partner at HPI: “‘What sports did you play in high school?’ It tells me a lot about whether someone is a team player.” This assesses teamwork and collaboration skills.
- Rob Kaplan, Vice Chairman at Goldman Sachs: “Tell me a situation when you thought and acted like an owner, even if it wasn’t good for you personally.” This evaluates a candidate’s sense of ownership and accountability.
- John Dallager, CEO of Toucan Cocktails: “I hate surprises. Can you tell me something that might go wrong now so I won’t be surprised?” This assesses a candidate’s foresight and proactive communication.
Conclusion
These unconventional questions reflect a shift in interview strategies among Dallas CEOs, focusing on uncovering deeper insights into a candidate’s character, problem-solving abilities, and cultural fit. By moving beyond traditional queries, these leaders aim to identify individuals who align with their organization’s values and can thrive in dynamic environments.
Frequently Asked Questions (FAQ)
What are some unconventional interview questions used by Dallas CEOs?
Dallas CEOs have shared unique questions such as: “Do you change the oil in your car on schedule and regularly?” and “Were you ever in the Boy Scouts? Did you get your Eagle Award?” These questions aim to assess a candidate’s responsibility and leadership qualities.
Why do Dallas CEOs ask unconventional interview questions?
These questions are designed to uncover deeper insights into a candidate’s character, problem-solving abilities, and cultural fit, moving beyond traditional queries to identify individuals who align with the organization’s values.
How do unconventional interview questions benefit the hiring process?
They help assess qualities such as resilience, adaptability, and interpersonal skills, providing a more comprehensive understanding of a candidate’s potential beyond their resume.
Key Features of Unconventional Interview Questions
| Feature | Description |
|---|---|
| Assessing Responsibility | Questions like “Do you change the oil in your car on schedule and regularly?” evaluate a candidate’s attention to detail and responsibility. |
| Evaluating Leadership Qualities | Inquiries such as “Were you ever in the Boy Scouts? Did you get your Eagle Award?” seek to understand a candidate’s commitment and leadership qualities. |
| Understanding Self-Awareness | Questions like “If I was standing around the water cooler chatting with a bunch of your peers, how would they describe your best assets and areas for development, other than ‘You work too hard?'” aim to gauge self-awareness and interpersonal skills. |
| Assessing Problem-Solving Abilities | Inquiries such as “How do you approach conflict resolution?” evaluate a candidate’s problem-solving and interpersonal abilities. |
| Testing Communication Skills | Hypothetical scenarios like “You’re leading an expedition into deep jungle terrain, you come into contact with a tribe of people who’ve never had contact with people outside of their community. They’re living with primarily wooden and simple tools. Share with them your understanding of electricity.” test a candidate’s communication skills and ability to simplify complex concepts. |
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Author: STAFF HERE DALLAS WRITER
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