Hiring Top Talent: Stop Interviewing, Start Hosting an Art Show

If you’re serious about hiring top talent, you need to stop thinking like an evaluator and start thinking like a curator. This isn’t an exam. It’s an art exhibition—and your job is to appreciate the craft before you decide if you want to invest in the masterpiece.  

We’ve already covered how writing job descriptions requires a mindset shift. You can’t just throw in some buzzwords like “dynamic team player” and expect genius-level candidates to show up. You have to speak their language and make them curious.  

We’ve also discussed how to reach out. No robotic “We are pleased to inform you that your application has been selected.” No. Real conversations. Human connection. You make them feel seen.  

But now—now that you have their attention—comes the real test.  

How do you interview top talent without killing their enthusiasm in the first five minutes?  

Step 1: Stop Evaluating. Start Watching the Art.  

Top talent isn’t looking to “pass a test.” They want to show what they can do—but not in a soul-sucking, checkbox-filling, corporate-mandated skills assessment.  

Think of the interview as an art performance. You’re in the audience. They’re on stage. You don’t interrupt an artist mid-performance to ask about their “greatest weakness.”  

Would you ever go to a rock concert and ask the guitarist:  

> "So tell me about a time you struggled to play a G major chord and how you overcame it?"  

No. You let them shred the guitar and blow your mind.  

Step 2: Make It Feel Like a Collaboration, Not an Inquisition  

For Programmers:  

Instead of:  

> "Here’s a technical assessment. You have 90 minutes. No pressure."  

Try:  

> "Hey, let’s take a real challenge we’re working on. If you had a blank slate, how would you tackle it?"  

Now, they’re thinking. They’re solving. They’re enjoying the process.  

For UX Designers:  

Instead of:  

> "Tell us about a time you improved user experience."  

Try:  

> "Here’s our app. Brutally honest feedback. What sucks?"  

Boom. Instant engagement. They’ll critique, brainstorm, and impress you without even trying.  

For Product Managers:  

Instead of:  

> "How do you handle cross-functional collaboration?"  

Try:  

> "Here’s a real dilemma we faced last month. Engineering wanted X, Marketing wanted Y, and Sales wanted Z. What would you do?"  

Now you’re having a conversation, not checking off a competency box.  

Step 3: Let Them Show Off (And Enjoy It!)  

Talent loves a good challenge. But they hate pointless hoops.  

The trick is to turn the interview into a playground, not a proving ground.  

Would you judge an artist’s skill by making them fill out a multiple-choice test about painting techniques? No! You hand them a brush and say, “Go wild.”  

Same with hiring. Give them the brush.  

- Programmers? Let them build something.  

- Designers? Let them fix something.  

- Marketers? Let them sell you something.  

It’s fun for them. And revealing for you.  

Step 4: Top Talent Recognizes Top Talent  

Once you start hiring the best, interviews become self-sustaining.  

- A brilliant engineer knows within five minutes if another engineer is at their level.  

- A world-class designer can spot good taste instantly.  

- A true leader knows if someone has real vision or is just regurgitating LinkedIn posts.  

Soon, you won’t need to “train” your team on how to interview. The process will flow naturally.  

Step 5: Have Fun. Seriously.  

If your hiring process is miserable, rigid, and awkward, guess what? You’ll only attract people who enjoy miserable, rigid, and awkward work.  

Make it an engaging game. A mutual discovery. A meeting of minds.  

And when that happens? The top talent will come to you.  

Because top talent doesn’t just want a job.  

They want to play at the highest level.  

And if you create an environment where they can?  

You win.