I worked with my fellow engineer Allan Feldman to develop a plan to make our manager-interview process more productive for hiring a new manager for our Python team in New Relic's product organization. We created a shared document listing the four key topics we wanted to assess in a candidate: support for innovation, shared control, respect, and technical ability. We developed questions designed to help us evaluate candidates in each area, including some "weird and/or challenging" ones to prime them to describe how they would respond in similar situations. After the interviews, we divided the categories between ourselves and took separate notes before discussing our impressions of the candidates and providing a final rating. The process yielded great feedback from Tim Krajcar, the hiring manager, who appreciated the depth of process and quality of notes provided on the candidates.