My first question is: “Tell me a brief story about the most surprising insight you ever developed: how you came to uncover it, how you communicated it and why it surprised you.”Įvery word in this question is important. We both use critical thinking and smart investigative techniques to better understand the world around us, and it’s our job to clearly communicate the insights we uncover in compelling ways.
The Times is known for its great storytelling, and I believe that the jobs of an analyst and a journalist are very similar. My goal in interviews is to find great people to join our team, not to trip you up in some booby-trapped maze.Īfter all, I’m not just evaluating you as an employee hopefully, you’re evaluating me as a manager, too. Why share these questions? One reason is because I think other hiring managers might find them thought provoking and useful, but mostly, I share them because I want you to succeed.
I have come to rely on these three questions after nearly 15 years of interviewing candidates for analytics jobs at The Times, and I use them for almost every interview. If you are one of those candidates, good news: I’m going to tell you what questions I will ask and what I’m looking for as we chat. I really look forward to that conversation, as it’s the first chance for me to get to know the person behind the paperwork. It can be very difficult to sift through an often overwhelming pile of applications, but those candidates who make it through The Times’s screening process and SQL assessment can expect a 30-minute interview with yours truly. Whenever I hire a data analyst for my team at The New York Times, I find myself inundated by a stack of resumes, LinkedIn messages and personal notes from colleagues recommending people they know.
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