Management Consulting + Training


Questions that help identify “fit”

  • What is a mistake you made and what did you learn from it?

  • Why do you want to work here?  What do you know about our company and it’s vibe?

  • Why do people want you on their team?

  • If you could take any non-work related class, what would it be?

  • What is important to you in a boss?

  • How would you like to be described by friends and colleagues?

  • What are you passionate about?

  • How would you handle it if _______________ fill in
    the blank.

  • What’s your favorite book?  Why?

  • What drives you crazy?  How do you handle it?

  • What questions do you have for me?



Julie Grass, Principal

Julie is a breath of fresh air for a stale company.  She is an organizational troubleshooter, a business coach, and a dynamic retreat facilitator.  Her expertise in strategic thinking, navigating the people dynamics in an organization, and building a sense of "team" helps her clients obtain clarity, improve communication and take action.

She works with small businesses, nonprofits and sole practitioners.  Julie teaches classes in communications, presentation skills, and project management at UCLA Extension.


When you’ve lost your spark, Julie can relight it.

(Read Full Bio)


I have updated my website
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Why is “fit” so important?  Let the numbers speak for themselves:

  • The dollar cost of interviewing, hiring, on-boarding, productivity loss and training of the wrong employee averages $50,379. 
    - ADP survey

  • 80% of employee turnover is due to wrong hires.
    – The Harvard Review 

  • Employee morale plummets and productivity suffers when new hires rotate through. 


Entrepreneurs bring passion, curiosity and industry knowledge.  However, they are rarely schooled in how to recruit, interview and select candidates that "fit" their particular organizational culture. It is important to incorporate ways to identify "fit" into your selection process. 


Start with this telling question: 

What does it take to be successful in this particular company and environment? 


Here are some tips to get started:

  • Be clear about the culture of your company. Jot down words to describe it.  Use stream of consciousness; don’t edit yourself. Put up a large blank poster board and invite others to add their thoughts; give yourself a due date so you are sure to do it. Jot down words to describe it.  Use stream of consciousness; don't edit yourself.

  • Broadcast your cultural vibe in the "voice" of your ad: are you looking for a marketing professional with an MBA and knowledge of social media OR are you looking for a kick-ass marketing guru with an irreverent sense of humor?  People will self-select.

  • Look beyond skills and resume to passions, communication style, curiosity and general likeability.  Is this someone you want to see when you walk in to work each morning?

  • Include other managers and employees in the interviewing process to get both additional perspectives and buy-in. 

  • Don’t lock yourself in to the existing job description; look for other ways the candidate might be able to contribute, and be willing to reshape the job.

  • In the interview, ask questions that show you how your applicant thinks.

  • Ask existing employees to reach out to talented candidates they may know; people they think would "fit".


If you have other ideas that work for you, please share them with me and I will pass them along to others.  Or, if you have a great dessert recipe....