1. Can they deliver what the role actually needs in the next 6–12 months?
Not just ticking boxes - can they move the needle?

2. Have they thrived in a similar pace, culture, or environment?
Skills on paper are useless if they can’t survive the real world.

3. Is there mutual value - or is it just about the paycheck?
Everyone works for money. But if there's no alignment beyond salary, don’t expect long-term impact.

4. Does the shortlist include both proven performers and high-upside bets?
Don’t ignore rising stars who could be your best hire in 6 months.

5. Will each candidate accept an offer within your budget range?
If not, why are they on the list?

6. Can you picture them thriving here for the next two years?
Long-term impact beats short-term fixes.

7. Would you bet budget, delivery, and team trust on one of these names?
If not, the shortlist isn’t ready.