Effective hiring relies on a structured framework, focusing on what candidates bring to the table rather than how much they need to learn. Assess candidates by evaluating whether you learn more from them during interviews. Don’t settle for a few interviews; aim for a broader pool of 10 to 20 candidates to differentiate between those who truly understand their roles and those who don't. Look for metrics candidates use to define their success and their specific actions that contribute to achieving it. For higher-level positions, candidates should articulate how their outcomes impact the broader business. If they struggle to make these connections, they may not perform effectively in your organization.