Thank you Manish for doing this. My question:

When we are recruiting for Leadership positions, at the outset or in the resume screening process, every application looks great due to the skills and the experience they have accumulated in the past years.

How do I qualify similar-experience people at this stage so the team gets to interview the most relevant people in the next stages?

Thank you.

one difference that i have seen is people who have not faked it and have genuinely done that have data /numbers and success ratio mentioned, they will have it the form of problem statement , where as people who have just supported or been a part of such projects will end up defining the projects theoretically. This is to some extent helps but not always, so its always better to have a 10 -15 min exploratory chat to understand the problem statement that leader has solved before passing on for next discussion. In cases where you see the person has got early promotions and role enhancement-thats the clear sign that person is a performer in that segment and you must talk to him/her.

Great insight, thanks @Manish kumar 🙌