In this episode of How I Hire, Andy Mowat speaks with Evan Huck, CEO & Co-Founder of UserEvidence, about his systematic approach to executive hiring while scaling from zero to 40 employees. As a former AE turned CEO who still interviews every single hire, Evan shares advanced frameworks for role architecture, candidate evaluation differentiation by function, and decision-making processes that prevent costly mis-hires. His methodology reveals how early-stage leaders can maintain hiring excellence while building the foundational team that determines long-term trajectory.
Topics discussed:
- The role portfolio methodology for unfamiliar executive functions—how Evan mapped his first VP Marketing hire to 50% product marketing, 30% brand, 20% demand gen by conducting discovery interviews with marketers to understand skill set differences, then matching capabilities to company-specific initiatives rather than generic job descriptions.
- Function-specific candidate evaluation strategies that match role requirements—why sales candidates must demonstrate multi-threaded outreach to multiple stakeholders during application (testing core job skills), while engineering candidates should follow standard application processes, with marketing requiring essay-based assessments for writing evaluation.
- The rationalization identification framework for preventing mis-hires—distinguishing between candidates who make hiring managers "beaming and stoked" versus those who trigger qualification language like "lots of relevant experience" and "really good at this dimension," which signals dangerous rationalization patterns.
- Advanced reference call techniques that extract meaningful differentiation—moving beyond checkbox validation to identify "would hire again" versus "top 1% of my career, would move mountains to work with again" responses, plus recognizing the power signal when employed candidates provide current CEO references.
- The Socratic overrule method for maintaining hiring standards without undermining manager autonomy—using inception techniques to challenge enthusiasm levels and test conviction through defensive responses rather than direct vetoes, ensuring A-players hire A-players cascading effect.
- Skip-level interview strategy as competitive differentiation—how CEO involvement in non-executive hires becomes a closing tool against competitors while serving as cultural bar-raising, with plans to maintain two-level skip interviews through 300+ employees.
- The patience-over-urgency principle with quantified decision frameworks—recognizing that 3 weeks of additional search time prevents 4-6 months of performance management, while offering 2-week decompression periods between roles for tenured candidates to reset before multi-year commitments.
- Consulting-style aptitude assessment across all roles using problem-solving scenarios unrelated to specific function—evaluating raw IQ, assumption-laying ability, and "chill humble" cultural fit over experience matching, particularly critical for early-career hires where potential trumps track record.
ABOUT YOUR HOST:
Andy Mowat has built GTM engines for top companies throughout his career. He led Revenue Operations and Demand Gen at four unicorns, including scaling from $10M to $100M ARR at both Upwork and Culture Amp, and helping guide Box and Carta through IPO scale. With a passion for connecting people, Andy has advised executives on their careers for years and launched Whispered to make searching for executive roles less intimidating.
Learn more about about Whispered: www.whispered.com
Interact with AI Andy:www.whispered.com/whisper-search
