Harvard Business Review LogoAugust 24, 2026Mint Images/Getty ImagesLeaders with toxic interpersonal behaviors often make excellent first impressions, which means they’re surprisingly difficult to identify in traditional interviews. As a result,Gemma, founder and CEO of a growing marketing firm, thought Richard was perfect for her new VP of marketing analytics role. In his interviews, Richard was charismatic, articulate, and confident. His résumé showcased impressive technical accomplishments and a compelling vision for building a new operational function.
How to Spot a Toxic Leader—Before Hiring Them
Leaders with toxic interpersonal behaviors often make excellent first impressions, which means they’re surprisingly difficult to identify in traditional interviews. As a result, organizations can hire technically impressive leaders who ultimately damage team performance, culture, and retention. Six steps can help hiring managers better evaluate candidates’ interpersonal capabilities during the recruiting process to spot warning signs early and avoid costly hires: identify the specific interpersonal requirements for the role; draft revealing questions that get to those requirements; define your ideal responses (and red flags); ask follow-up questions; develop a personal assessment; and validate it with multiple sources.
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