How to Use Topgrading Interviewing to Hire Top Performers

What Is Topgrading and Why Does It Matter?

Topgrading is a comprehensive and rigorous hiring methodology designed to recruit the top 10% of talent available for a given role [1]. Traditional hiring methods often result in a high failure rate, leading to significant costs associated with mis-hires in terms of time, financial resources, and team morale.

Developed by Dr. Bradford Smart, the Topgrading methodology has been adopted by successful companies to build high-performing teams [2]. Unlike standard interview practices that may focus only on recent experience, Topgrading emphasizes a candidate's entire career history to create a complete performance profile. The core objective is to systematically increase the success rate of hiring top-tier talent and retaining them within the organization [3].

The Core Principles of Topgrading Interviewing

Topgrading is built on several key principles that function in concert to produce a holistic and verifiable assessment of each candidate. These principles move beyond surface-level evaluation to uncover deep-seated patterns of behavior and performance.

Identifying "A," "B," and "C" Players

The Topgrading methodology categorizes performers into three distinct tiers to clarify hiring goals:

• A Players: The top 10% of talent. These individuals are high performers who consistently exceed expectations, demonstrate strong leadership qualities, and align with the company culture. The goal is to identify candidates who have a track record of being A Players in previous roles [4].
• B Players: Competent employees who meet job expectations but may lack the proactive drive or innovative thinking characteristic of A Players.
• C Players: Low performers who consistently fail to meet the fundamental requirements of their role.

The primary objective of the topgrading interviewing methodology is to populate the organization with A Players while systematically avoiding the hiring of B and C Players.

The Job Scorecard

The Job Scorecard serves as the foundational document in the Topgrading process, offering a more detailed and strategic framework than a standard job description. It provides an objective benchmark against which all candidates are measured. Key components include:

• Mission: A clear statement defining the essence and primary purpose of the role.Outcomes: A list of measurable results the individual must achieve in the position.
• Competencies: The specific skills, behaviors, and cultural attributes required for success in the role and within the organization.

The Threat of a Reference Check (TORC)

The Threat of a Reference Check (TORC) is a distinctive technique central to the Topgrading process. Candidates are informed at the beginning of the hiring process that a final step will involve them arranging reference calls with former managers. This encourages a high degree of honesty and transparency throughout the interview, as candidates are aware that all claims regarding their performance, accomplishments, and reasons for leaving previous roles will be verified [5].

The Topgrading Interview Process: A Step-by-Step Guide

Conducting a Topgrading interview involves a structured, multi-stage process designed to gather and verify comprehensive career information.

Step 1: The Screening Interview

This initial, short interview, typically conducted over the phone, serves to screen for basic qualifications outlined in the Job Scorecard. The goal is to efficiently eliminate candidates who are clearly not a fit. During this stage, recruiters confirm alignment on critical factors such as salary expectations and long-term career goals.

Step 2: The Career History Form

Candidates who pass the initial screening are asked to complete a detailed Career History Form. This document requires a complete chronological account of their employment history, including:

• Roles and responsibilities for each position.
• Key successes and notable failures.
• The name of their direct manager and an assessment of the professional relationship.
• Specific reasons for leaving each job.

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Step 3: The Tandem Topgrading Interview

The Tandem Topgrading Interview is the core of the methodology. This comprehensive, chronological interview can last between two and four hours and is conducted by two interviewers–typically the hiring manager and an HR representative. This "tandem" approach ensures a more thorough and objective evaluation.

The interview proceeds chronologically, starting with the candidate's educational background and first job. For each role listed on the Career History Form, interviewers ask a consistent set of in-depth questions, such as:

• "What were your key accomplishments in this role?"
• "What were some of the low points or disappointments?"
• "How would your manager rate your performance on a scale of 1 to 10, and why?" [6]

Given the length and detail of these sessions, leveraging technology with conversational AI to automatically transcribe and analyze the conversation is crucial. With tools that provide accurate interview transcription, recruiters can focus on the candidate instead of note-taking and easily review key details later.

Step 4: Reference Checks

Following the Tandem Topgrading Interview, the hiring team proceeds with the reference checks that the candidate has arranged. The purpose is to verify the information provided during the interview and on the Career History Form. This step confirms the candidate's integrity and the accuracy of their self-assessment, providing a final layer of validation before a hiring decision is made.

Pros and Cons of Topgrading Interviewing

While highly effective, the Topgrading methodology presents both advantages and disadvantages that organizations must consider.

The Advantages

• Higher Hiring Accuracy: Companies that properly implement Topgrading report success rates of over 85% in hiring A Players [7].
• Deeper Candidate Insights: The chronological interview format is exceptionally effective at revealing long-term patterns of behavior, performance trends, and a candidate's career trajectory.
• Reduced Mis-Hires: By thoroughly vetting every candidate against an objective scorecard and verifying their history, the methodology significantly reduces the substantial costs associated with poor hiring decisions.

The Disadvantages

• Time and Resource Intensive: The multi-step process, particularly the long-form tandem interview, demands a significant time commitment from both the hiring team and candidates.
• May Deter Some Candidates: The rigorous and lengthy nature of the process can sometimes discourage highly sought-after candidates who are pursuing multiple opportunities simultaneously [8].
• Requires Training: To be effective, interviewers must be properly trained in the Topgrading methodology. Improper execution can lead to inconsistent application and flawed results.

How Technology Can Streamline the Topgrading Process

Modern technology can mitigate many of the challenges associated with Topgrading, making this powerful methodology more efficient and scalable. Platforms like Ringover provide a suite of tools that support a rigorous and data-driven hiring process.

Improve Interview Consistency and Quality

For a long and detailed process like topgrading interviewing, maintaining a high-quality connection is paramount, especially in remote interviews. Poor audio can disrupt the flow and create a negative candidate experience. With Ringover's business phone system, you can connect to your candidates and clients with any Internet-connected device. If you are in an area with no or poor Internet connection, Ringover's call assist ensures you can manage the changes seamlessly. Furthermore, managers can use call monitoring features to coach recruiters on the Topgrading technique in real-time, ensuring consistency and adherence to the methodology across the team.

Automate Note-Taking and Analysis

Topgrading interviews generate a large volume of audio and video data that can be difficult and time-consuming to analyze. AI-powered conversational intelligence tools like Empower by Ringover can automate much of the manual work involved in processing this information. An automated interview assistant can:

• Automatically transcribe the entire interview with high accuracy.
• Generate AI-powered summaries that highlight key competencies, accomplishments, and potential red flags.
• Analyze semantics and tone to provide additional insights into candidate engagement and confidence.

This automation allows hiring teams to focus on strategic evaluation rather than administrative tasks.

Maintain a Centralized Candidate Record

Documentation is critical in Topgrading. Integrating a communication platform with an ATS or CRM ensures that every interaction is automatically logged. From the initial screening call to the detailed interview notes and final reference checks, a complete and easily accessible record is maintained for every candidate. Centralizing this data is one of the most important interview tips for recruiters because it facilitates a more objective and collaborative final hiring decision.

Ringover facilitates this process by providing a large library of native integrations, including with popular software like Salesforce, Hubspot, Bullhorn, Vincere, and more. Once you've connected Ringover with another software in your stack, you'll benefit from automatic data synchronization (no more redundant data entry across apps). Plus, there are other valuable features like click-to-call and screen pop with valuable contextual information to help you work efficiently and well.

Conclusion: Building a Team of A-Players

Topgrading interviewing is a powerful, data-driven methodology for organizations committed to building a superior workforce. While the process is demanding, the strategic advantage of assembling a team composed of A Players consistently drives long-term business success. By integrating advanced communication and AI tools, the once-daunting Topgrading process becomes more manageable, efficient, and accessible. Equipping your hiring team with the right contact center solution can provide the technological foundation needed to implement this high-impact hiring strategy effectively. If you're ready to level up your interviewing process, start your free Ringover trial today!

Topgrading Interviewing FAQ

What is a topgrading interview?

A topgrading interview is a structured, in-depth interview method designed to assess a candidate's past performance as a predictor of future success. It typically involves a chronological review of the candidate's career, focusing on accomplishments, challenges, decisions, and results. The goal is to gain a clear, factual understanding of how the candidate has performed in real situations rather than relying on hypothetical answers.

What are the 5 C's of interviewing?

The 5 C's of interviewing are commonly used to evaluate candidates in a structured way:

• Competence – the skills and abilities required to do the job.
• Character – integrity, values, and reliability.
• Culture fit – alignment with the company's values and working style.
• Communication – clarity, listening skills, and the ability to express ideas effectively.
• Commitment – motivation, engagement, and long-term interest in the role.

What is the biggest red flag to hear when being interviewed?

One of the biggest red flags is a candidate who consistently blames others–managers, colleagues, or companies–for past failures without taking responsibility. In topgrading interviews, this can indicate a lack of accountability or self-awareness, both of which are critical for long-term performance and team collaboration.

What are the top 5 questions in an interview?

While the exact questions depend on the role, these five are commonly used in topgrading-style interviews:

• What were you hired to do in your last role?
• What were your most significant accomplishments?
• What challenges did you face, and how did you handle them?
• Why did you leave (or want to leave) that position?
• What would your former manager say are your greatest strengths and areas for improvement?

These questions help uncover patterns of performance, decision-making, and growth over time.

Citations

• [1]https://en.wikipedia.org/wiki/Topgrading
• [2]https://www.ignite.digital/topgrading-talent-acquisition
• [3]https://juntrax.com/blog/what-is-topgrading
• [4]https://www.aaronwallis.co.uk/employers/advice/interview-best-practice/topgrading-interview-technique
• [5]https://www.iqpartners.com/blog/what-is-topgrading-a-headhunter-explains-video
• [6]https://formation.dev/blog/how-to-pass-a-topgrading-interview-what-it-is-why-it-matters-and-how-to-prepare
• [7]https://topgrading.com
• [8]https://www.betterteam.com/topgrading-interview

Published on January 9, 2026.