Where this interview fits. By the time someone reaches this Zoom, they have already passed the real filters. They sent a voice recording, completed the DISC, and passed the skills test (especially the James scenario, where the right answer is do NOT pitch). The DISC and skills test do the heavy lifting on judgment and personality before you ever get on a call. So this 15-minute Zoom is not where you test their skills. It is where you confirm a few things in person: spoken English warmth and clarity, real phone confidence, that they will reliably show up for the hours, and that they are comfortable with desktop time tracking. Get in, confirm those, make a decision.
Before the call
- Re-listen to their voice recording from the application. Confirm your read on their English.
- Check their application response for thoroughness. Did they seem to take it seriously?
- Have this page open during the call. Use the scorecard at the bottom to make your decision.
The Interview (15 to 20 minutes)
1
Open warm and set the frame
1 to 2 min
Keep it friendly. You are checking if they show up prepared and warm on a call, which is exactly what they will do with your prospects.
Say thisThanks for jumping on! Really appreciate you applying. This is going to be a quick 15 minutes, just want to get to know you a little and make sure this is a good fit on both sides. Sound good?
Watch for: Did they show up on time? Are they warm and friendly or flat and robotic? Do they sound like someone a US client would enjoy talking to?
2
Explain what you do and what the role is
1 to 2 min
Do this BEFORE any questions. It kills the confusion early. A lot of applicants assume this is a social media or coaching job. Set the frame so every answer after this is informed.
Say thisBefore I ask you anything, let me explain what I do and what this role is. I run an online health and fitness coaching business. Here is how leads come in. People comment on my posts, and I have an automated tool that sends them a free guide. Those people raised their hand, so your first job is to follow up with them. On top of that, when things are slow, I need you reaching out to people who are already interacting with my social media. People who liked a post, viewed a story, or left a comment. They have shown interest, so you start a conversation and warm them up. You also respond to comments to build connection and keep my accounts active. Once someone is warmed up, you qualify them in the DMs. I give you a framework to follow, not a word for word script, because I want you to sound like a real person, not a robot. Then you pitch a short 10 to 15 minute call to the right person, to get them on the phone with you. You qualify them over the phone, and then you book the sales call with me. You are not coaching anyone. You are my assistant, so your main focus is the DMs, the conversations, and booking calls. I do have a social media manager, so creating content is not your main job, but as my assistant you might help with social media here and there if my manager is busy, or with other things I need from time to time. The heart of the role is the conversations, engagement, and booking calls. Does that make sense?
Confirm before moving on. Make sure they understand this is a conversation, engagement, and appointment-setting role, not coaching and not creating social media content. If they seem to be picturing a content or social media manager job, correct it now, not at the end. The right person gets a little excited about the conversations and booking side. Someone disappointed it is not content creation is a fit warning.
Ask thisWhat made you want to apply for this specific role?
Follow up if neededWhat about talking to people and helping them appeals to you?
Ask this — outreach fitWhen things are slow, part of this is reaching out first to people who liked a post, viewed a story, or left a comment, to start a conversation and warm them up. How do you feel about doing that kind of warm outreach?
Green: Comfortable initiating conversations, not just replying. Has done outreach before. Sounds energized by it. Red: Only wants to respond to people who message first, sounds hesitant about starting conversations, or says outreach feels uncomfortable. This role needs someone who will go start conversations, not just wait.
4
System following ability
3 to 4 min
This is the most important section. The AI does the thinking. She needs to follow the system exactly. Test for this directly.
Ask thisTell me about a time you had to follow a very specific process or system at work. What was it and how did you make sure you did it correctly every time?
Ask thisIf the AI gives you a message to send but something about it feels slightly off, what would you do?
Green answer to second question: "I would read it, tweak the wording slightly if needed, and then send it." That shows she understands she is not a robot. Red answer: "I would just send it." or "I would rewrite the whole thing." Both are wrong.
5
Reliability and hours
2 min
Ask thisThe work is 3 power hours a day, spread out, not one block. One in the morning, one in the afternoon, one in the early evening, US time. You have flexibility to pick the exact hours, but they need to land roughly in those three windows so you reach prospects across all US time zones. A good example in May's Pacific time is around 10 or 11am, then 2 or 3pm, then around 6pm. The evening one should not go much past 6pm Pacific, because that is already 9pm on the East Coast and prospects there are winding down. Walk me through whether you can log on for three short sessions across that overnight window for you.
Ask thisThe evening session is the most important because that is when the most prospects are online after work. Can you commit to being available for that window every day?
Ask thisTo start it is about 3 to 4 hours a day. Weekends can be lighter, even just 1 to 2 hours on a weekend day. Does that fit your life right now?
Ask thisHave you worked US hours before? How did that go for you?
Green: Can commit to the US evening session every day, can realistically log on for three short sessions across the overnight window, has done US hours before, and does not hesitate. Red: Cannot cover the evening window, can only manage one block instead of spread-out sessions, vague, says they will "figure it out," or mentions other overnight commitments.
6
The pay conversation (Need, Like, Want)
3 to 4 min
Why this matters. Some candidates list a profile rate higher than your $4 base. That number is what they would like, not a hard floor. Do not get scared off by it or skip them. This is how you find out their REAL number and whether your base plus bonus plus growth path actually works for them. You are not negotiating yet. You are just understanding their goals so you can show them the path.
Frame it like this first"Before we talk numbers, I want to understand what you're working toward, so I can be honest about whether this role fits. Can I ask you three quick questions about money?"
Ask this — NEEDWhat do you NEED to earn each month just to cover your basic bills and expenses? Like the baseline number you need to feel okay. Example for you: this tells you their floor. If they say $400 a month, your base of $4/hour plus a couple closes clears that easily. If they say $1,200 a month minimum, you know there's a real gap to talk through.
Ask this — LIKEWhat would you LIKE to be earning in the next 60 to 90 days as you get good at this? Example for you: this shows their short-term hope. Now you can map it. "At base plus two closes a week, that's around ___ a month. So that's very reachable once you're booking calls."
Ask this — WANTAnd looking a year out, what do you WANT this to grow into? I am looking for someone who wants to grow with this business long-term, not a short-term gig. Example for you: this tells you if they're a grower or a gap-filler, AND whether they are in it long-term. The right person talks about full-time hours, more closes, growing with the business, and stable long-term work. That's who you want. A red flag is someone vague about the future, mentioning other plans, or starting their own business.
Then show the path"Here's how the money works. It's $4 an hour base, which covers your bills as a floor. Then $50 for every client who signs up after you book their call. That bonus is where you actually earn. And the hours grow from part time to full time as you prove yourself and we bring in more leads. So the base is the start, not the ceiling. Does that path work toward what you just told me?"
Green: Their NEED is at or below what base plus a couple closes provides. They get excited about the bonus and the growth path. They see base as a starting point. Red: Their NEED alone is far above what base plus bonus can realistically reach soon, they only care about the hourly number, or they seem unwilling to earn through the bonus.
Ask thisPart of this role is running short 10 to 15 minute phone calls with US-based prospects. You read from a script I provide. How comfortable are you with that?
Follow up if neededHave you ever been on a call where you had to follow a script or guide a conversation? How did it go?
Green: Confident, has done customer service or phone work before, asks good questions about the calls. Red: Hesitates, says they are shy on the phone, or has never spoken to customers.
8
How we work and time tracking
2 min
Why this matters. This is the question that would have saved you from a day-one quit. Surface the desktop tracking now so anyone who has a problem with it self-selects out before you hire and onboard them. It also doubles as a character filter. The people who are completely fine with it usually have nothing to hide. Watch their reaction closely.
Say thisI want to be upfront about how I run things. The main work is done on desktop, that is your home base, and in the beginning we use a time tracker on your computer that captures your screen while you work. You will still use your phone for certain Instagram things that are easier or only show up there, like seeing who voted on a poll. So it is a combination, but desktop is the main platform and where your tracked hours happen. The tracking might not be forever. As you earn trust and we build that relationship, it can come off. Honestly, I am not someone who likes to micromanage people, and to be real with you I do not have a lot of time to sit there and watch whether you are working or not. But I can definitely see it in my inbox. I can see if the DMs are getting worked, or if conversations have been sitting untouched for 12 hours. I can see how many calls are getting booked, and whether the prospects you book are actually good. So the work speaks for itself on my end. How do you feel about working that way?
Green: Unbothered. "That's totally fine, I have worked with trackers before." Comfortable being seen working. Maybe even expects it. Yellow: Lots of questions about exactly what it captures, or asks if they really have to use desktop. Red: Clear discomfort, pushback, or trying to negotiate their way out of it. This is a day-one-quit risk. Better to know now.
9
Their questions for you
1 to 2 min
Say thisThat is everything from my side! What questions do you have for me?
Green: Asks thoughtful questions about the role, the training, how success is measured, or the business. Shows they were paying attention. Red: No questions at all, or only asks about pay.
Decision scorecard
Use this during or right after the call. Must-haves are dealbreakers. Nice-to-haves inform the decision.
How to decide
HIRE
All 5 must-haves checked AND at least 2 nice-to-haves. Move to the offer.
MAYBE
All 5 must-haves checked but few nice-to-haves. Your gut says yes. You can offer a one-week paid trial (same rate) to confirm before fully committing. Low risk.
PASS
Any must-have is missing. Do not hire. A wrong hire costs you weeks of training time on your live leads. Move to the next applicant.
The offer
If you decide to hire, keep it simple and clear:
"I'd love to offer you the position. It's $4/hour to start, plus a $50 bonus for every client who signs up after you book their call. The work is 3 short power hours spread across the day, one in the US morning, one midday, one in the US evening, so you stay responsive to prospects throughout the day. That falls overnight for you in the Philippines. As you prove yourself and as we bring in more leads, it grows to more hours and eventually full time. I'll train you on the full system before you start working live leads. Your first two weeks are a ramp period so you can get comfortable before we set any targets. Does that work for you?"
Slow to hire. The IFCA training says it and it is still true. Do not rush because you need someone fast. A bad hire on live leads costs you more than a week of doing it yourself. Take the time to find someone who passes all five must-haves.