12 Unconventional Interview Questions Entrepreneurs Should Ask

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12 Unconventional Interview Questions Entrepreneurs Should Ask


Where potential employees are concerned, obviously skills are important. Yet we’ve all seen fabulously talented individuals become a team that was far less than the sum of its parts.

While expertise is important, cultural fit can be just as – if not more – important. It's something we obsess over at my company, result in what we call our Culture Code (that describes how we think about talent and culture at HubSpot).job interview small 2

As a result your interviews should focus on more than just skills and qualifications. You also need to ask questions to probe whether candidates will fit into your organization: Are they likely to play well in your particular sandbox? Will their work style and personality complement your team?

Will they not just survive but thrive in a fast-paced, often-chaotic startup environment?

Do your homework before the interview and you should already have a good sense of whether the candidate has the right blend of skills and experiences to be able to do the job well. So definitely dive deeper into an exploration of talent and expertise, but also ask questions to determine whether the candidate can do the job well in your organization – because hiring even one employee who doesn’t fit your culture creates a culture debt you may never pay off.

Keep in mind how the candidate answers is important, but the conversations that follow– since a great interview is a conversation, not an interrogation – can reveal even more:

1. “What concerns do you have about our company?”

Strange question? Not really. No company – and no job – is perfect for any employee (even its founders.) Every company and every job has its challenges and potential downsides.

The candidates you want to hire don’t think your company is perfect; they’ve done sufficient research to know that while yours is not the perfect company and the job is not the perfect job, yours is a company they want to work for because they can thrive, make a difference, develop and learn and grow and achieve… and be a key part of taking your company to even greater heights.

And as a result they’re willing to honestly share their concerns – because they trust you run a company that values openness, honesty, and transparency.

2. “What is the toughest decision you had to make in the last few months?”

Everyone makes tough decisions. (Well, at least everyone you want to hire does.)

Good candidates made a decision based on analysis or reasoning. Great candidates made a decision based on data and on interpersonal considerations – because every important or meaningful decision, no matter how smart it looks on paper, eventually has an effect on and must be carried out by people.

A company at its core is made up of people. Great employees weigh both sides of an issue, considering the “business” aspects as well as the human impact.

3. “Tell me about a time when you had to slog your way through a ton of work. How did you get through it?”

We all are required to at least occasionally place our noses on the grindstone. Most people can slog through the drudgery because they have to.

The candidates you want to hire can take on a boring task, find the meaning in that task, and turn it into something they want to do.

Great employees turn the outer-directed into the self-directed – and in the process, perform at a much higher level. And gain a greater sense of fulfillment.

On the flip side…

4. “What were you doing the last time you looked at a clock and realized you had lost all track of time?”

We do our best when a task doesn’t feel like work but feels like what we are meant to do.

I have never met an exceptional candidate that didn't at one point have this feeling where time didn't matter. Call it being “in the zone” or “flow” or whatever you want — all great people experience it.

This ability to commit passionately to a project/task is particularly important for high-growth businesses. These moments of high-creativity and high-productivity are often when the best ideas come.

Explore what candidates feel they were meant to do. A lack of experience is less important when a candidate has hunger and drive. And, if someone isn't passionate enough aboutsomething (whether it's related to their job or not) you should worry as to whether there's anything at your company that is going to get them fired up.

Why? You can teach skills… but you can’t teach love.

5. “Describe a time you felt you were right but you still had to follow directions or guidelines.”

Surprisingly, this question can be a great way to evaluate a candidate’s ability to follow and to lead.

Poor candidates find a way to get around the rules because they “know” they were right. Or they follow directions but allow their performance to suffer because they don’t believe in what they’re doing. (You’d be surprised by how many interviewees will admit they didn’t work hard because they felt angry or stifled and expect you to feel their pain.)

Good candidates did what needed to be done, especially if time was of the essence, and later found the right moment to bring up the issue try to improve the status quo.

Great candidates did what needed to be done, stayed motivated… and helped others stay motivated and get things done, too. In a peer environment, an employee who is able to say, “I’m not sure what we’re doing makes perfect sense, but it might, so let’s knock it out!” is invaluable.

In a leadership environment, good leaders are able to debate and argue behind closed doors and then fully support a decision in public, even if they (privately) disagree with that decision.

No employee agrees with every decision, every process, every “best practice”… what matters is how they react and perform when they don’t agree.

6. “What book do you think everyone on the team should read?”

This is one of my favorite questions. It's partly because I just love books and always looking for new ideas — but partly because most great people always have had a book that they found to be super-useful and like sharing with others. If the person can't think of a single book that they'd recommend to others, that's a warning sign. Either they don't enjoy reading — or possibly, they don't think that the kinds of things they need to learn can be found in books. Both worry me.

Curiosity is a wonderful indicator of intellect and, oddly enough, modesty, because curious people are willing to admit they don’t know and are then willing to work to learn what they don’t know. Curious people also tend not to be cynics (see “Skeptics vs. Cynics: Which Are Toxic?”).

Every business needs employees who can set their egos aside and ask questions. Every business needs employees who are willing to say, “I don’t know how – can you help me?”

7. “Tell me about a time you felt company leadership was wrong. What did you do?”

I certainly don’t have all the answers. And I’m definitely not always right. So I want people to question my perspectives; push back when I come to conclusions; ask, “Why?” and, sometimes more critically, “Why not?”

Power is gained by sharing knowledge, not hoarding it, so we make uncommon amounts of information available to everyone in my company, HubSpot. We don’t want to just “win” debates. We want to be right. We want to make smarter decisions and support smarter behavior.

So we want employees who aren’t afraid to take that information and run with it… and challenge, in a healthy way, each other and executive leadership. Especially executive leadership.

8. What does, “This parrot is no more!” mean to you?

Walk around some companies and you’ll hear Monty Python (the quote above), or Office Space, or Spinal Tap, or Seinfeld quotes tossed around all the time. That’s because recognizable quotes are like verbal shorthand, getting across in one or two sentences what normally takes much longer to explain. And, speaking of Seinfeld (of which both my co-founder and I are fans), one of the quotes we use all the time is “Why don't you just tell me the movie you want to see…” (from the classic MoviePhone episode).

The candidate doesn’t have to recognize the quote or cultural reference you make. In itself that’s not important – but if your team has, say, a quirky sense of humor, it’s awesome if the candidate does, too.

And just in case you don’t get much of a response to this question, go to…

9. “What movie, no matter how many times you’ve seen it, do you have to watch when it’s on?”

Same thing. A favorite movie can indicate a lot about a candidate’s personality. I can watch Moneyball over and over because it’s an entertaining movie filled with lessons on business and entrepreneurship.

One candidate may love a story about overcoming the odds. Another may love a comedy. Doesn't matter. The question really helps you learn more about the person (not their skills). This question often leads to a fun, engaging conversation.

10. “Tell me about the last time a co-worker or customer got angry with you. What happened?”

When your company is focused on getting (stuff) done conflict is inevitable. The candidate who pushes all the blame – and the responsibility for rectifying the situation – on another person is one to avoid. Better is the candidate who focused not on blame but on addressing and fixing the problem.

Best of all are the people who admit they were partly or completely at fault (because it always takes two to do the conflict tango), took responsibility, and worked to make a bad situation better.

Every business needs employees who will admit when they are wrong, take ownership for fixing the problem, and most importantly learn from the experience.

11. “What business would you love to start?”

Startups naturally attract entrepreneurs-in-training. That’s awesome: Sure, they may leave someday to start their own companies, but in the meantime your business benefits from their entrepreneurial spirit, drive, and attitude.

And they’re much more likely to fit in to your organization, since they immediately embrace the differences in working for a startup rather than a corporation.

What type of business they would like to start may not matter; what does matter is the fact they have ideas and hopes and dreams – because if they do, they will bring those ideas and hopes and dreams to your business.

12. “What would you most like to learn here that would help you in the future?”

This is somewhat of a follow-up to question 11. If they do have a startup in mind that they'd love to start someday. It's revealing to figure out where they think they need help (finance? marketing? sales?) The other benefit of this question is that it sends a signal to the individual that we care about growing people. The saying at HubSpot is “We don't want to just build a great company, we want to build great people.”

Now it’s your turn: Take a look at the qualities and attributes of your top performers. Think critically about the business culture you’re trying to create. What questions should you ask – and what conversations should you try to spark – that will help you identify the qualities and attributes your business needs? Yours may be different than these – which only makes sense since every company and every company culture is different.

And in the comments below, please share unconventional interview questions you like to ask!

Posted by Dharmesh Shah on Wed, Jun 05, 2013


Great Questions ! Now that's thinking outside the framework of a typical interview. Good Job

posted on Wednesday, June 05, 2013 at 9:39 AM by Joe Weidner

How about is there actually a job here or are you going to hire your mate from india because he's cheaper? quote unquote

posted on Wednesday, June 05, 2013 at 10:01 AM by atwat

Superb. Very nice. I am just conducting interviews this week, sure to use few of the above.

posted on Wednesday, June 05, 2013 at 10:11 AM by Amit

Great questions to ask and I also found them introspective. From the other side, when I interview for a job I actually interview them. They need to fit my personality and drive also. It works both ways. Thanks for the list!

posted on Wednesday, June 05, 2013 at 10:13 AM by Tom

"Tell me a story about a bear." It's pretty revealing to see where someone will take this story and it's a great way to filter for creative positions (i.e. marketers).

posted on Wednesday, June 05, 2013 at 10:16 AM by Suresh Srinivasan

Most of the Time Employer use premade interview questions which is saturated everywhere and candidates also know the answer like nursery theory. But Dharmesh your Interviee questions making sense, Employer can findout right employee and candidate will understand where he is gonna work. Excellent point :)

posted on Wednesday, June 05, 2013 at 10:22 AM by Sharanyan

Excellent Questions! 
As a startup, attracting and retaining good talent is critical not only to growth but very survival of the business. 
These questions, especially the personality related questions (8 through 10) are extremely insightful. 
Thank you for sharing.

posted on Wednesday, June 05, 2013 at 10:26 AM by Sanjay Verma

Relative experience- employment,...having held key positions of responsibility in both small (<$10M,) and large (>$100M)companies is important. 
In the words of a prominent VC, "I'll put my $$$ in an "A" company with a "B" product, rarely the reverse.  
Re culture;....small emerging technology companies can be an energy charged, financially rewarding, fun environment,....or a prison.

posted on Wednesday, June 05, 2013 at 10:26 AM by Gary Zatkovich

I love these questions and I wish more people asked them during the initial interview process. Sometimes it is hard to show your awesome entrepreneurial qualities through the typical interview but these questions would make us start-up minded folks shine. I hope to encounter an interview like this soon!

posted on Wednesday, June 05, 2013 at 10:35 AM by Rob Livada

Actually i like to interview the candidates on what they know the best, instead of asking the algorithmic questions or the stuff that i know. The whole purpose of the interview is to find the candidate who actually knows what he is doing. Experience doesn't matter much if you have not learned or changed from it. I have see 15 years old programmers who still program like it's 1990s. If you have to hire for a startup hire some once who not only knows the stuff but also knows how to sell himself/herself :).

posted on Wednesday, June 05, 2013 at 11:05 AM by Neelesh Vaikhary

Dharmesh - great questions - all Behavioral based. Excellent.  
I'd like to connect with you on LI if possible. 

posted on Wednesday, June 05, 2013 at 11:06 AM by Jim Coughlin

Question: "What's a question you were expecting me to ask you but I didn't, and what's your answer?" 
I ask this question because it either gives the candidate an opportunity to talk about something they really wanted to (highlight personal skill/achievement, research on the company, etc) or the one thing they were worried you would ask them about (but you didn't notice), and they'll actually end up revealing to you.

posted on Wednesday, June 05, 2013 at 11:07 AM by Daniel

I always ask, "Tell me what the word, "work" means to you?". Purposefully open-ended. Best answer ever? "I never use that word. I find projects, whether my own or others' ideas, that I feel passionate about. when complete, I move on to the next one. That is why I am interviewing here today. I feel my present employer has run out of interesting ideas and projects. And I have told them that. What you are building is intriguing to me."

posted on Wednesday, June 05, 2013 at 11:10 AM by sgleahy

Wonderful questions, and useful for teams to ask of each other and not just in an interview context (started a discussion for this over on the Team Performance site on LinkedIn). Another approach to interviewing that I find even more compelling is to have the interviewee ask the questions. I find I can tell a great deal about a person and their concerns by the questions they ask (though one has to make some allowances for different cultural practices).

posted on Wednesday, June 05, 2013 at 11:12 AM by Steven Forth

My favourite question: "You have 10 units of productive time/energy for a given timeframe. You have three customers. One requires 4 units of your time/enery; one requires 5 units of your time/energy; the third requires 3 units of your time/energy. All projects are due at the end of the given timeframe. How do you handle this?" The answer tells me a lot about the candidate's business sense, out-of-the-box creativity, customer sense, personal and group work ethics, etc.

posted on Wednesday, June 05, 2013 at 11:27 AM by Richard Sikes

Great list. Getting people "off script" in an interview is never easy. Your questions do it in a fun, engaging and non-threatening manner. Well done. My favorite? What motivates you more, fear of failure or the lure of success, and why?

posted on Wednesday, June 05, 2013 at 11:41 AM by Nate Brochin

Great questions. I have my doubts about the movie questions. Not everyone looks to movies for a correlation to life. Some people like horrible movies for a complete distraction. 
I've also asked,  
"What have I forgotten to ask you?" 
"Do you think you're smart? Why?" 
"How do you learn new things?"

posted on Wednesday, June 05, 2013 at 12:14 PM by David Geller

Those are great questions, thank you for sharing them. With these kinds of questions you really see how the though process of that person works. I will start using many of these questions now in my interview process.

posted on Wednesday, June 05, 2013 at 12:20 PM by Joshua Varney

Thanks Dharmesh. As always, a great perspective on what's usually a very stereotypical setting. The challenge that I face with these open ended behavioral questions is when the candidate is not used to or not a natural at story telling. For most of the technical folks, they feel more comfortable talking data/numbers/specs etc. vs. giving insights into their personal behaviors. I guess it depends on what skills you're hiring for, and would need to balance based on the real time feedback received from the candidate.

posted on Wednesday, June 05, 2013 at 12:30 PM by Vikram Parekh

I always try to see if an employee will take ownership of his or her responsibilities. It's one thing to get a job; it's quite another to assume a level of responsibility for simultaneously achieving success for the employer, one's colleagues and one's self. It's a tall order.

posted on Wednesday, June 05, 2013 at 12:37 PM by Andrew Ellis

Not a question, but a comment. Before you ask a candidate these questions, answer them yourself. Seriously. Take a legal pad and answer each of these questions as though your very life depended upon it. The insights you gain about yourself may be immeasurable. And you'll know exactly how hard it is for a candidate to come up with the answers.

posted on Wednesday, June 05, 2013 at 1:04 PM by John Elrick

This is an integrity question. The answer to the question doesn't really matter, as long as the answer is yes ! 
What was the last thing you stole? 
It usually stops people dead in their tracks. I find watching how they answer is more important than what they say. Happy interviewing !!

posted on Wednesday, June 05, 2013 at 1:07 PM by Arthur Docherty

How about something of substance: "Many people have one driving principle by which they live, upon which they base their decisions. Is there a driving principle by which you live? If so, what is it?"

posted on Wednesday, June 05, 2013 at 1:07 PM by Phil Jamieson

I tell them I'm looking for quality people and ask them to define a "quality" person. Their answers speak volumes.

posted on Wednesday, June 05, 2013 at 2:10 PM by Tom Harvey

Luckily, very few "smart" entities go so low during the interviewing. I understand, it's very "niche", kind of Entrepreneurs Anonymous...

posted on Wednesday, June 05, 2013 at 2:12 PM by Mario Andretti

If I hear the questions where do you want to be in 5 years and whats your biggest weakness one more time, I will puke. The first ? I answer with is that depends on where your company will be in 5 years. The last one shows that you may have an issue but this is how You are dealing with it, but If I cant stand the interviewer I just answer pepperoni pizza with lots of garlic. 

posted on Wednesday, June 05, 2013 at 2:37 PM by sam

I like to ask about hobbies. A person without any hobbies is a danger for any workplace, especially a start-up. A hobby, especially if it's not related to technology can say a lot about a person. A person who takes his hobby seriously (I call it the "black belt" question), will usually take his work seriously as well.

posted on Wednesday, June 05, 2013 at 3:05 PM by Guy Brodetzki


posted on Wednesday, June 05, 2013 at 3:11 PM by Regina Sanchez

Wonder set of questions for any company. Many times the large companies are broken down to small nimble groups. 
My favorite ending question is, If you have to write your eulogy, what would you say? This tells me what they value in life, and makes sure those values align with mine.

posted on Wednesday, June 05, 2013 at 4:42 PM by George Tyler

Unconventional questions are not okay for some people and you risk losing out on candidates who might have fit much better than you thought on your team. In fact, I would wager more than half of so-called good fits you seek would be lost because those questions are too hard to answer spontaneously. They require memory over critical thinking, humor over substance, and personal revelations that nobody should have to devulge unless the job requires a high security clearance. I think you have a right maybe to one "gotcha" question like that -- just because you believe you need to see the person respond to pressure. By the way, if you want really thoughtful answer to the questions, consider issuing them to applicants in advance. (Author of Job Interviewers: Get Inside Their Heads.

posted on Wednesday, June 05, 2013 at 7:43 PM by Jack Dermody

Great questions to help the interviewee and the interviewer evaluate the fit. In the unpredictable world of startup businesses, these are a great way to set the tone.

posted on Wednesday, June 05, 2013 at 9:44 PM by Elizabeth Londo

1. “What concerns do you have about our company?” 
Not enough hot women wearing miniskirts commando 
2. “What is the toughest decision you had to make in the last few months?” 
Rather to pay for porn or not to pay for porn 
3. “Tell me about a time when you had to slog your way through a ton of work. How did you get through it?” 
I just slogged away on my dick. This isn’t rocket science! 
4. “What were you doing the  
last time you looked at a clock and realized you had lost all track of time?” 
5. “Describe a time you felt you were right but you still had to follow directions or guidelines.” 
When I jazzed in the coffee creamer.. company thought I broke guidelines :-/ .. idiots 
6. “What book do you think everyone on the team should read?” 
“how to increase your penis size” 
7. “Tell me about a time you felt company leadership was wrong. What did you do?” 
I jazzed in the creamer again 
8. What does, “This parrot is no more!” mean to you? 
“this penis is no more!” 
9. “What movie, no matter how many times you’ve seen it, do you  
have to watch when it’s on?” 
Couch Casting Anal Audition Video 
10. “Tell me about the last time a co-worker or customer got angry with you. What happened?” 
My coworker had coffee and I jazzed in it as creamer 
11. “What business would you love to start?” 
12. “What would you most like to learn here that would help you in the future?” 
How to jizz more and increase my dick size.. and jizz even more .. JIZZ JIZZ EVERYWHERE

posted on Wednesday, June 05, 2013 at 10:02 PM by Mr Big Parrot

These are great - I've been using your content marketing guide list of questions recently and have found that although some of the questions there are quite tough and unconventional as well, as long as I set the scene appropriately at the beginning of the interview, and give the candidate plenty of time to think, no one complains, and in fact they enjoy the interview and enjoy learning about themselves. I even recently threw the questions at an intern, who would normally have a much lower barrier to entry, but when she answered the questions even better than any of the candidates for the highly paid roles, we took her on full-time immediately!

posted on Thursday, June 06, 2013 at 12:26 AM by Ivan Mazour

Dharmesh and tweeps, 3 thoughts: 
- Always thinking about repurposing content... If you note a promising hire's answers to these Qs, what a cool bio the hiring company could write about the new employee!  
- Remember the article @dmscott wrote a couple months ago about former Eloqua CEO Joe Payne's hire of Brian Kardon as Eloqua CMO (*before* Brian had made a paradigm shift to modern internet marketing)? Oh to know how Joe spotted Brian's talent... maybe piercing Qs like this?! (Article is at http://www.webinknow.com/2013/04/the-journey-from-a-traditional-marketing-executive-to-a-modern-cmo.html
- Dave Geller your additional Qs above are great.

posted on Thursday, June 06, 2013 at 2:02 AM by Rebekah Donaldson


posted on Thursday, June 06, 2013 at 3:49 AM by pawitar

Behavioral Event Interviewing. Period.

posted on Thursday, June 06, 2013 at 4:28 AM by Sameer Panchangam

Helpful ...qustns in ordr 2 intrview

posted on Thursday, June 06, 2013 at 7:43 AM by

SuperSuccess (http://www.supersuccess.co.in), offers Advanced online interview Preparation Training solutions designed and built specifically for Fresher’s and Experienced professionals. The advanced online interview preparation tool will not only prepare you for difficult interview questions, but will also increase your confidence and self belief.

posted on Thursday, June 06, 2013 at 7:55 AM by Akil Bugediwala

Fantastic article. A must read for every entrepreneur... As an entrepreneur myself who has launched a new startup, getting people with the right attitude on board is critical. I so agree to the point of: You can teach skills but you can't teach love... So true. Thank you.

posted on Thursday, June 06, 2013 at 12:56 PM by Loulou Khazen

I would be many associate with  
#5. “Describe a time you felt you were right but you still had to follow directions or guidelines.” 
"What did you learn from your very first job that you believe remains important and continue to follow?" 
Building a team can be a puzzle. Excellent questions all. 

posted on Thursday, June 06, 2013 at 4:18 PM by Michael Hartzell

Questions number 11 and 12 are ones un-savvy corporate managers are very much afraid of (both to ask and hear the answers).  
Over 20 years ago, my boss at a multi-national insurance company told me that he had the edge over some of his senior management colleagues because he looked for employees with an entrepreneurial spirit (intrapreneurs) for the same reasons you highlight in Q11 & Q12.

posted on Friday, June 07, 2013 at 3:03 PM by Vernessa Taylor

I like these questions a lot.  
When I interview for finance roles, I tend to use a case that is relevant to whatever I am currently working on. A good one that I used a few times: "How would you determine the value of a good customer experience?" We both learn a lot in the discussion that follows.

posted on Monday, June 10, 2013 at 11:27 AM by Michael Needleman

Excellent list! Looks like i have some more studying to do before my next interview :)

posted on Monday, June 10, 2013 at 3:42 PM by Eco Taylor

Right. You can’t just employ someone so intelligent and talented at what he does when he’s not a team player. It is more important to have someone who is quick to learn enough to be trained and humble enough to succumb for the company’s benefit. 
On another note, the questions suggested will definitely help you see in depth about your future employee. 
I’ll bookmark this article, Dharmesh. :)I've actually read your article first on the IM social networking site, Kingged.com. 

posted on Tuesday, June 11, 2013 at 9:13 PM by Riza

These questions are pretty relevant for ALL businesses not just those who think they are entrepreneurial (which in itself is a word that is in danger of becoming as misused and abused as certain others such as "paradigm" and "terrorist"!)

posted on Wednesday, June 12, 2013 at 6:54 AM by Joe Conneely

8. What does, “This parrot is no more!” mean to you? 
Not sure about that one :)

posted on Monday, June 17, 2013 at 10:30 AM by clickfire

Realistic answers and i think as a startup, more and more responsibilities increase simultaneously with growth. One has to take care of both to remain stable.

posted on Tuesday, June 18, 2013 at 5:50 AM by MD Ameer Khan

Hi Dharmesh, 
What a refreshing change from the typical post about unconventional interview questions many of which are, I think, added just for entertainment value and not the kind of thing you'd ever actually ask an employee. These are useful. I think my favorite is the first one. After all, you should always encourage potential employees to evaluate your company while you evaluate them. That way both sides can figure out whether the arrangement is a good fit. Really enjoyed seeing this shared on the BizSugar community.

posted on Wednesday, June 19, 2013 at 5:25 AM by Heather Stone

Hmmmm... Next time i go to interview, I am gonna escape from these pitfalls or i can even mould my answers accordingly to have a positive impression

posted on Friday, June 21, 2013 at 6:59 AM by Shivam

Now those are amazing questions. They really do look into what the interviewee can offer your team and how he or she can fit in. Also, they feel quite...casual. I imagine myself as the guy being interviewed and I don't feel pressured at all.

posted on Tuesday, June 25, 2013 at 2:41 AM by David A. Wood

Extremely insight questions Dharmesh. One of the main things employers should be looking at is the capabilities of the employee and whether or not they have the potential to really excel into greater positions.

posted on Monday, July 01, 2013 at 5:49 AM by Daniel Law

Interviews should be conducted in a way to bring added value to the public, develop entrepreneurs' favorable repute; boosting your blog popularity and traffic. That means one thing - you need to go that extra mile, being able to deliver a memorable experience to all parties.

posted on Tuesday, July 09, 2013 at 10:23 PM by Submit Startup

The whole purpose of the interview is to find the candidate who actually knows what he is doing. Experience doesn't matter much if you have not learned or changed from it.

posted on Monday, July 15, 2013 at 6:19 AM by sellonl

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