We have a candidate for our new Head of Operations seat who passes our core values test and has the perfect resume, but we are worried they lack the innate problem-solving drive to build our scalable systems. How do we use conative screening tools like the Kolbe Index to verify if they truly GWC the seat?

Question

Tyler Smith · Accepted Answer

Resume and interviews only show cognitive ability and affective alignment: they tell you what a person can do and what they want to do. They do not tell you how that person will instinctively take action when faced with a problem. This is where conative screening tools like the Kolbe Index are invaluable for making a correct GWC™ call. For a Head of Operations seat, systemization and execution are non-negotiable. To determine if a candidate has the capacity for this seat, look at their Kolbe scores, specifically in the Follow Thru and Fact Finder action modes. A candidate with a high Follow Thru score has an innate, unchanging drive to seek order, design processes, and build repeatable systems. They will naturally document procedures and ensure the team follows them. Conversely, if the candidate scores low in Follow Thru, they instinctively resist highly structured environments and detailed charts. While they might be brilliant at putting out fires in a startup environment, they will struggle to build the stable operational infrastructure required for scale. Use this data during your evaluation. If the candidate lacks the necessary Follow Thru score, they do not have the capacity for this specific seat on your Accountability Chart, regardless of how impressive their past experience looks on paper. Do not compromise on this alignment. Share the results openly with the candidate to explain your decision, maintaining a focus on setting them up for success in a seat that matches their natural strengths.