How to Recognize a Good Manager? Expertise Isn’t Everything

Choosing the right manager is one of the most important decisions a company can make. It’s not just about finding a subject-matter expert; the person also needs to be able to lead strategically and support the team on a human level. And finding such a candidate is no easy feat. Here's how to prepare for hiring a great team leader. 

Imagine an Olympic medalist—just because they’re world-class in their sport doesn’t mean they’d make a good President of the International Olympic Committee. Similarly, a highly skilled employee isn’t automatically the right choice for a leadership role. 

A manager must be more than just an expert. They must be a diplomatic leader who understands team needs, adapts their communication style to different personalities, and can lead successfully even during crises. To succeed in this role, strong communication and well-developed soft skills are essential—they enable the person to truly lead, not just manage. 

A key decision for any recruiter is whether to hire externally or look within the company. 

Hiring from outside is often the go-to when there’s no standout talent in-house or when the team needs a fresh perspective and transformative ideas. Don’t hesitate to use the full range of recruitment tools and proactively reach out to candidates. In the long run, employer branding and HR marketing will help make your hiring efforts more effective. 

If you decide to promote someone internally, the advantage is that they already understand your company culture and internal dynamics. But internal promotions can have pitfalls. For example, the new manager might struggle to earn authority among colleagues they used to chat with over lunch or grumble about management with. So if you go this route, communicate the decision clearly and monitor team morale—short surveys can help. If your organization has multiple similar teams, consider moving the future manager to a different one and assigning a new leader to their former peers. 

Evaluating candidates for managerial roles can be tricky. Managers shape company culture, so they need both professional competence and the right personality. A stellar résumé is a plus, but seasoned recruiters know when to dig deeper. Here’s what to value—and what to watch out for: 

Leaders should embody teamwork and shared responsibility. Candidates who overemphasize their own importance at the expense of others can demotivate teams and disrupt team dynamics. Verify the candidate’s career path—do they have real managerial experience? It’s often more impressive if they worked their way up from the bottom than if they stepped into a high-level role straight out of university. Just as important as where they are now is how they got there. 

A leader needs authority, but too much is a red flag. No one enjoys working for a boss who just wants their orders followed to the letter. A "my way or the highway" approach rarely delivers the results companies expect. Healthy self-confidence, on the other hand, supports personal and team growth. As psychologist Lukáš Bakoš puts it: “Balance is key. Someone with a healthy ego is confident but doesn’t over- or underestimate themselves.”

Empathy and active listening are critical for effective team communication. A good manager must genuinely hear what team members are saying. You can often spot this during the interview. If a candidate impatiently waits for the recruiter to finish speaking just to redirect the conversation back to themselves, without addressing the previous point, that’s a red flag. 

Clarity is always key, but especially so for leaders. Recruiters should pay attention to how well-thought-out a candidate’s responses are. Managers need to be concrete and precise. One-line answers that sound like bullet points from a PowerPoint deck won’t cut it. On the other hand, if a candidate asks clarifying questions before answering and carefully considers their response, that’s a good sign. A capable manager should communicate clearly, highlight the key points, and persuade others of their vision. 

A manager’s performance has a massive impact on the company. Once you’ve hired someone who fits the bill, invest time in onboarding and stay involved in the process. New leaders can bring bad habits from previous jobs or be tripped up by mistakes in their onboarding process. A structured onboarding experience can help ensure things go smoothly. Active participation in onboarding increases the chances that your new manager will succeed and continue to grow.