You are hiring a manager of managers. What do you look for, and how do you interview for it?
A manager of managers delivers through other managers, so look for evidence of developing and removing managers, designing systems such as planning and hiring, and judgement at organisation scope. Hiring leaders well takes a competency map, org-scope stories probed for depth, a realistic case and future colleagues.
Answer
Short answer
A manager of managers delivers almost entirely through other managers. You are hiring for the ability to develop and, when needed, replace managers. You also need someone who can design the systems their organisation runs on and make sound judgements at a scope where they will rarely see the work directly. Hiring leaders at this level works best with a competency map. Use stories at organisation scope, probed until the level is clear, plus a realistic case and conversations with people the hire would actually work with.
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Likely follow-ups
- Your strongest internal candidate is an excellent first-line manager with no experience of managing managers. How do you assess whether they can make the step?
- A candidate's stories are all at organisation scope, but none survive a second "why". How do you score that?
- How would you test a candidate's judgement about removing a struggling manager without asking them to discuss confidential cases?
- What would you change in this loop if the role were for a capability centre whose managers report locally while product direction comes from another country?
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