Alexander Wang, who leads Scale AI as founder and chief executive, recently highlighted in a post on Twitter the unusual but telling questions IT executives tend to ask candidates across roles. The exchange drew attention after being shared in a Telegram channel focused on product management, amplifying its reach to a broad audience of tech professionals.
Wang introduced one question as a powerful screening tool: asking candidates to describe the hardest problem they have tackled. He called this prompt an extremely effective filter for identifying people with whom he would enjoy collaborating. The question works on two levels. It invites a concrete narrative that demonstrates problem solving in real scenarios and also reveals the candidate’s style, resilience, and willingness to push through obstacles. It sets a tone for how the candidate handles pressure and ambiguity, two qualities highly valued in fast moving tech teams.
Beyond this centerpiece, Wang shared several other prompts designed to probe motivation, self awareness, and impact. For instance, he suggested asking candidates what three changes they would make in their current organization if given free rein. The aim here is to gauge judgment, strategic thinking, and candor about internal dynamics. Another line asks what a person would pursue if earnings or employment constraints were removed, inviting insight into authentic interests and long term drive outside the current role. A simple query about a favorite creation the candidate has built tends to surface pride, ownership, and the ability to ship, not just ideation.
There are also questions that directly touch IT practice. One prompts discussion of a team project that failed, which offers a window into teamwork, accountability, and learning from missteps. Another asks about the last digital product the candidate used or liked, providing clues about user experience taste and practical tech literacy. Taken together, these prompts form a picture of how a candidate approaches technical work, collaboration, and personal growth.
Wang notes that hiring succeeds when candidates reveal personal dimensions as well. He proposes asking about hobbies or pursuits outside work and what nonfiction book the candidate most recently finished. Such queries aim to understand balance, curiosity, and the ability to maintain perspective under pressure. They also shed light on how a person reframes challenges and draws inspiration beyond the immediate job description. Regional considerations matter too, with questions about preferred cities, such as San Francisco or New York, offering signals about work culture expectations and geographic fit.
These interview practices echo broader research on IT recruitment. A related survey conducted with Russian IT professionals indicated that a sizable share, about two thirds, would consider moving to a foreign company if it would secure a real edge in securing a role. The finding highlights how global mobility and the promise of advancement influence candidate decisions, and it reminds interviewers to appreciate the wider context in which applicants operate. The conversation, therefore, often extends beyond technical skills to motivation, adaptability, and career ambitions that align with a company’s long term vision [Attribution].