Next after next

One of my favorite interview questions is “what is next for you after this role?” Or put another way “what is next after next?”


I added it to my list of go-to questions for almost every role as it gives me insight and information into a candidate beyond anything else I have asked before.

Accepting that most folks are not going to join your company and retire after 40 years is a healthy way to have the rapid career change conversation that is a sticking point for so many. Embracing that someone is not going to stick around forever is a good thing. The hope is they are going to be around and give you their all for 2-4 year(this is a good outcome in my book). Anything longer and their role will probably change anyway. Anything shorter and there is some other issue.

Hearing from candidates about what is next is also just plain interesting. Some folks talk about what they “really” want to be doing and I have heard things such as; run product, start my own company, be an investor, go to grad school, write a book, become a professional singer, run a sales team, pivot their career and start over, break into startups, go to grad school the list goes on and on. Some folks are about finding a stepping stone role. Some people want stability. In the words of Mark Suster some folks want to learn and others earn – and this is great advice.  I like to get at the root of where they are coming from from asking this question. Giving them a platform to talk about their own story arc and where it’s going is a refreshing way to get at what motivates them.

If you end up hiring the candidate, this is a great thing to discuss in 1:1s and reviews (not every time but as a macro goal). Questions like; are you learning what you want to learn towards your next gig? Is the work you have challenging you to get to your next role? Do you have the skills you need today to do this next level job? Knowing where someone wants to get to later on (what is actually next) can be a way of actually gut checking the answers to these questions.  Sure, someone needs to know how to do their job within your org. but if they are acquiring skills that can help them in their career they will do a better job and be more invested in the results.  These results are going to be what they talk about in interviews, put on their CV and LinkedIn, and reference later on.  If you can connect the goals of the individual with the macro goals of your company you can ensure you have someone that is truly dedicated to mastering their job.

It’s also not about leaving a company or job. I have spoken to lots of candidates who divulge that they actually want to be in a different department or role within the company and they see this as a way in. For small companies I see this as more of an issue, but larger co’s I have no issue. People also talk about role models in the current company wishing to aspire to be like them (or be them if/when they leave).  Having this conversation early can ensure you don’t end up in a bad place during a review period.

So next time you go into an interview ask “what’s next after next?” and let me know how it goes.