Question - GreenJobs

Question :
Q1: Do you unknowingly use the “Salary Mirror” when deciding pay? 👉 Think back to your first hires: did you peg their salary to what you always wished you were paid in corporate life, rather than what the role actually delivers?

Straight Mirror: “Yes, I’ve done it — I offered big because I remembered my own underpayment trauma.”

Balanced Lens: “I try to benchmark against the market and match it to the value the role creates.”

Penny Pincher: “I keep it as low as possible; if they want more, they can prove it later.”

Your Answer:

Question :
Q2: How do you approach “Star Hires”? 👉 Imagine being offered an MNC hotshot for a fat CTC in year one. Tempting trophy, but can your startup stomach it?

Trophy Hunter: “Yes, I love the idea — big titles show investors I’m serious.”

Skeptical Evaluator: “I’d ask: will this person roll up sleeves, or just attend conferences?”

Role-First: “I’d rather groom an insider who knows the grind than overspend on outsiders.”

Your Answer:

Question :
Q3: Are you guilty of “Fear of Hiring”? 👉 That phase where you try to do accounting, delivery, sales, and chai-making yourself, just to avoid payroll.

Lone Ranger: “Yes, I keep stretching myself. I fear hiring even one helper.”

Selective Delegator: “I hire slowly, maybe one intern or part-timer, just enough to keep me sane.”

Confident Multiplier: “I bring in affordable support early, even if it’s just an admin hand.”

Your Answer:

Question :
Q4: What’s your treatment of interns? 👉 Be honest: do you see them as cheap labour, or as seeds for your future talent pool?

Free Labour Fantasy: “Honestly, I overload them. They’re here to work, right?”

Structured Mentor: “I give them training and projects, but I don’t expect miracles.”

Farm System Builder: “I treat interns as pipelines for future hires, even if it takes effort now.”

Your Answer:

Question :
Q5: Do you measure Delivery vs CTC? 👉 Ever hired someone expensive, then realized later they’ve delivered less than your driver?

No Metrics: “I trust people. If they’re senior, I assume they’ll deliver.”

Rough Tracking: “I keep an eye informally — if I sense low delivery, I raise it.”

Clear Yardsticks: “Every hire has a 3–6 month measurable output defined.”

Your Answer:

Question :
Q6: How do you handle salary benchmarks? 👉 Do you fall for WhatsApp rumours (“AI engineers are ₹20L minimum”) or do you research?

Trend Follower: “I go with what I hear; can’t risk under-offering.”

Peer Checker: “I ask friends and peers for actual numbers.”

Data Seeker: “I research salary surveys and align with my budget.”

Your Answer:

Question :
Q7: How do you see headcount growth? 👉 Do you boast, “We’re 100 people now!” — or do you celebrate delivery?

Vanity Counter: “Yes, I brag about team size — it impresses outsiders.”

Balanced Builder: “I hire as needed — not too lean, not bloated.”

Lean Loyalist: “I’d rather keep it lean and sharp than chase headcount glory.”

Your Answer:

Question :
Q8: What’s your view on loyalty? 👉 Do you assume early hires will stick just because you gave them a chance?

Gratitude Believer: “Yes, I expect they’ll stay out of gratitude.”

Transactional Realist: “I know they may leave, but I try to offer fair salary and growth.”

Purpose Builder: “I focus on culture, ownership, and mission to keep people loyal.”

Your Answer:

Question :
Q9: How do you balance equity vs cash in pay? 👉 Equity makes staff owners, but many want cash for EMIs.

All Cash: “I prefer paying in cash — equity complicates things.”

Mix and Match: “I try to balance cash with small equity grants.”

Equity-Heavy: “I push equity more, even if it means lower salaries.”

Your Answer:

Question :
Q10: Do you pause before every hire? 👉 The golden three questions:
1. What will this person deliver in 6 months?
2. Does the value justify the cost?
3. Am I paying for output or insecurity?

Impulsive Hirer: “No, I often hire fast, then regret later.”

Occasional Checker: “Sometimes I pause, but not always.”

Disciplined Decider: “I ask all three questions before every hire.”

Your Answer:

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