Doers vs. Thinkers: How Candidate Types Shape Interview Conversations

Interviews aren’t just about employers evaluating candidates - they’re a two-way conversation. Now more than ever before, today’s candidates are coming prepared with thoughtful questions and are driving discussions that go beyond job descriptions.

Last year, you were all captivated by the data we were able to pull from interviews, so this month, we decided to take a look at what’s trending in interviews right now. This way interviewers have insight into what matters most to today’s top talent.

The fun part about this is we decided to split candidates up across two classes: 

1. “The Doers” - these candidates focus on actions, roles, and getting things done. 64% of the candidates interviewed within Pillar over the past year are “doers”. 
2. “The Thinkers” - these candidates focus on thoughts, opinions, and interactions. 36% of the candidates interviewed within Pillar over the past year are “thinkers”. 

First, let’s explore the key topics and questions that matter most to each type of candidate.

Common Questions By Candidate Class

For “the doers”, they value teamwork, responsibility, and productivity and focus on strategic and big-picture questions. Here’s what’s top of mind for them…

Role-Specific Responsibilities & Expectations

• "What are the biggest challenges someone in this position would face?"
• "How does this role contribute to the company’s larger goals?"
• "How does this role interact with other teams?"
• "What are the key projects I'd be working on?"
• "How does leadership support employee well-being?"

Performance & Growth Expectations

• "What skills or experiences do you think are critical for excelling in this position?"
• "How is performance evaluated for this position?"
• "Are there opportunities for leadership roles in the future?"
• "How does the company support continuous learning and career growth?"

Company & Industry Strategy

• "What are some of the biggest opportunities and challenges facing the company right now?"
• "What’s the company’s long-term vision?"
• "How does the company differentiate itself in the industry?"
• "What are the company’s plans for growth or expansion?"
• "How does the company think about innovation in its space?"

Company Policies & Operations

• "How does the company ensure employees have a voice in decision-making?"
• "What is the company’s approach to DEI (Diversity, Equity, and Inclusion)?"
• "How does the company handle internal mobility and cross-functional collaboration?"

Now for “the thinkers”, they value perception, reflection, and interactions with others and focus on execution and process-oriented questions. 

Day-to-Day Work & Logistics

• "What does a typical day in this role look like?"
• "What tools and technologies does the team use?"
• "What are the biggest priorities for this role in the short term?"
• "Is remote or hybrid work an option?"
• "How does the team collaborate and communicate?"

Role-Specific Execution

• "What are the first 30, 60, 90-day expectations for this role?"
• "What are the immediate tasks or challenges I’d need to tackle?"
• "How does cross-functional collaboration work in daily execution?"
• "What kind of workflows or processes are currently in place?"
• "What is success in this role?"

Career Development

• "Does the company provide mentorship or professional development programs?"
• "What are some of the career paths that employees in this role have taken?"
• "How can I engage in cross-functional collaboration for growth?"
• "How can I shape the company culture and decision-making process?"

Compensation, Benefits & Perks

• "How does the commission or bonus structure work?"
• "Are there opportunities for raises and promotions?"
• "What benefits does the company offer?"
• "How does the company structure performance-based rewards?"

To me, it’s quite interesting to see what’s most meaningful to these two distinct types of candidates.
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For the next sections, we’ll look at insights that apply to all candidates:

Most-Discussed Topics & Buzzwords

Every year, certain buzzwords dominate interview conversations, reflecting shifts in workplace priorities and industry trends. These terms signal what candidates are thinking about when evaluating potential employers. So, what are the buzzwords candidates keep bringing up? Here are the top five…

1. AI 
2. Hybrid/remote work 
3. DEI
4. Upskilling/career pathing 
5. The new administration 

I’m eager to see how these will change in 2025. I have a feeling quite a few of these will still remain prevalent throughout the year. 

Most Common Small Talk Questions

Small talk may seem like a casual part of an interview, but it plays a crucial role in building rapport and setting the tone for the conversation. Here are the top five small talk questions that most frequently come up during interviews…

1. How’s your day/week going so far?
2. Discussions about the weather
3. Did you/do you have any exciting plans for the weekend?
4. Did you catch the game/news/ this week?
5. What brought you into this field? 

By the way, I only recommend spending about 5 minutes here. This is the area where a lot of biases creep in, so use small talk to build a connection with a candidate and then smoothly transition into the main purpose of the interview. 

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By understanding the key topics, questions, and buzzwords that resonate with candidates, interviewers can stay in tune with today’s talent expectations. I hope these insights empower you to approach interviews with confidence and build stronger, more meaningful connections with candidates.

I'd also love to hear which candidate class you think you'd fall into. Drop me a DM here and let me know if you're a "doer" or a "thinker." Personally, I’m pretty sure I’d be a "doer."

Until next month,
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Mark Simpson
CEO & Founder