1. Do you think Fried’s hiring methods are reasonable? Will they lead to good hires for his growing company? What are the best features of his approach (if you believe there are any)?

2. Do you think it is a good idea for Fried to take a pass on the “perfect” job candidate because he doesn’t have an attractive job open for them at the moment? Is it smart for Fried to let talented employees get away by refusing to create more suitable positions to keep them?

3. If Fried were to use the behavioral interview format, what kinds of questions might be especially helpful, given what you know of his preferences in the people he hires?

4. What recommendations would you have for Fried regarding his hiring practices?