What Hiring Managers Really Want to Know—Even If They’re Not Asking It

Max Hansen has read thousands of resumes. He’s heard the perfectly polished pitches, sat across from countless candidates, and sifted through stories that sounded just a little too rehearsed. But if you ask him what really makes someone stand out? It’s not a flawless CV or a laundry list of accomplishments.

"We want you to be honest, we want you to be truthful, and we want to really know who the person is," Hansen says.

As the Founder and CEO of Y Scouts, the country’s first purpose-based executive search firm, Hansen has made it his mission to change the way leadership hiring works. He isn’t interested in corporate jargon or buzzword-heavy interviews. He’s looking for substance. Human connection. Real leadership potential.

The Interview Checklist You Can’t Google

There’s an unspoken checklist that runs through Hansen’s mind when he’s evaluating a candidate, and none of it involves perfectly spaced formatting or how many action verbs you squeezed into your resume summary. What matters most, he says, are three things:

• Are you a relentless learner?
• Do you help others succeed?
• Can you drive results?

"Being willing to help others succeed is super important, not just in a leadership role, but in being able and willing to collaborate with and develop others," Hansen explains.

These values don’t show up in bullet points. They come through in the stories candidates share—the real ones. Not the perfectly rehearsed narratives designed to impress, but the moments that reveal how someone responds to failure, adapts to change, or lifts up their teammates.

Why Scripted Answers Miss the Mark

There’s a fine line between being prepared and being robotic. Hansen can tell when a candidate is leaning too hard on scripted answers, and it’s often a red flag.

“If an interviewer asks you a question and you don't have direct experience in that, tell them you don't have direct experience in that, and talk about the thing that you believe is the closest thing that you do have experience in,” he advises.

Authenticity beats polish every time. If you’re nervous, that’s okay. If you stumble, that’s okay too. What matters is whether you’re showing who you actually are, and if who you are aligns with the culture and needs of the company.

Nervous? Here’s What to Do Instead of Faking It

Hansen says nervous energy is natural. The key is how you manage it. Are you shutting down, or are you finding your way back to center?

Instead of panicking when your nerves take over, focus on connecting. Share something small and real—maybe what you like to do outside of work or what’s been on your mind lately. It’s about breaking through the stiffness and showing your personality.

Candidates don’t need to overshare, but they do need to be human. “Be who you really are. Be willing to talk about the mistakes you've made, and what you've learned,” Hansen says. Vulnerability, when grounded in self-awareness, creates the kind of connection hiring managers remember

Break a Rule (With Judgment)

Hansen often finds that hiring managers are listening for how candidates handle nuance—even if they don't explicitly ask. For example, he highlights a revealing moment: when someone shares a story about breaking a rule for the right reasons. This isn't always prompted directly, but it can say a lot about how someone thinks. "When you break a rule for a right reason with good judgment, then that can actually separate you as a good candidate," Hansen says.

It’s not about being a rebel—it’s about judgment. Did you understand the context? Did you make a call based on empathy, experience, or mission alignment? Being able to articulate that can be a powerful signal that you’re not just checking boxes—you’re leading.

How to Stand Out in a Stack of Applications

Let’s face it: the job market is crowded, and AI is everywhere. Hansen sees candidates tailoring resumes with tools like ChatGPT and still struggling to get noticed. His advice? Skip the generic applications.

"When you apply to a job, find some way to stand out, like sending them a video providing a few reasons why you're interested. Taking that step sets you apart from about 95% of the other applicants. And then, all of a sudden, you're at the top of the pile because you took the time to actually explain why you're interested."

Human First, Always

At the end of the day, Hansen is after one thing: a real human connection. Not performance. Not polish. Not perfection.

"Most hiring managers skip right to what can you do for me," Hansen notes. "But we’re more interested in what you care about and why."

Hiring isn’t about picking the best resume. It’s about identifying people who will lead with integrity, work with purpose, and grow with the team.

So if you’re a candidate preparing for your next big interview, don’t spend hours trying to sound perfect. Spend that time figuring out how to show up as yourself.

Because the best hiring managers? They’re not looking for who you say you are.

They’re looking for who you really are.