How to Hire the Right Manager: Traits Every Great Leader Must Have

Eight essential things you need to know about “How to Hire the Right Manager: Traits Every Great Leader Must Have”—broken down into long-form, insightful explanations that will not only help you recognize the right person but also avoid the wrong one. Whether you’re hiring your first manager or replacing a critical leadership role, this guide is packed with practical, real-world value.

1.

Character Over Credentials

Resumes can be polished, interviews can be rehearsed, but character is who someone really is when no one’s watching. You’re not just hiring a skillset—you’re hiring integrity, attitude, and alignment with your company’s values. Look for signs of honesty, humility, and responsibility in past behavior. Ask questions like, “Tell me about a time you had to admit a mistake to your team,” or “How do you handle decisions when no one else is watching?” A great manager can be trained in technical skills—but you can’t train someone to care deeply about doing the right thing.

2.

Leadership Is Not About Control—It’s About Influence

Managers who succeed do so because they earn trust, not because they bark orders. Leadership through influence means the team follows not because they have to—but because they want to. During interviews, ask candidates to share how they’ve inspired others, handled resistance without threats, or cultivated loyalty in tough times. Look for someone who understands the power of relationship-based leadership rather than title-based control.

3.

Great Managers Are Great Communicators

Communication is more than clear emails and organized meetings. The best managers listen more than they talk. They know how to deliver tough feedback kindly, align people around a vision, and resolve conflict without escalating drama. During the hiring process, pay attention not just to what the candidate says, but how they say it. Can they explain complex things simply? Do they sound respectful when describing team challenges? If they can communicate effectively with you, they’re more likely to lead well under pressure.

4.

Emotional Intelligence Is a Superpower

You want someone who can read the room, de-escalate conflict, and sense when a team member is off their game. Emotional intelligence (EQ) allows managers to navigate high-stress situations with empathy and clarity. Ask interview questions like, “How do you handle a team member who’s not performing but is going through something personal?” or “What would you do if your entire team seemed burned out?” EQ doesn’t show up on paper—but it shows up every day on the floor.

5.

They Must Know How to Coach, Not Just Manage

Managing tasks is easy. Coaching people is where the magic happens. A great manager helps their team grow, stretch, and believe in themselves. They notice strengths. They ask great questions. They don’t just solve problems—they help people learn how to solve them on their own. During interviews, ask about how they’ve helped someone on their team go from struggling to succeeding. You want someone who lifts people up, not just gets things done.

6.

They Understand the Business—Not Just the Role

A great manager knows their role is bigger than a checklist. They should understand how their department fits into the bigger picture of your business. Ask things like, “How do you align your team’s goals with company goals?” or “What would you do if a decision helped your department but hurt the company overall?” The right manager thinks beyond their silo. They understand trade-offs, business priorities, and the need to work cross-functionally.

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