I evaluate what a person's results cost the people around them.

I evaluate candidates on team impact and community devotion, not just individual performance.

I ask 'Would you work with this person again?' when checking references.

I watch how candidates treat receptionists, servers, and junior staff.

I count the departures and damaged relationships around high performers, not just their output.

I refuse to rationalize toxic behavior because of strong results.

I act on HPA behavior early rather than hoping it improves.

I screen for the difference between tough and toxic before extending an offer.

I probe for how candidates handled conflict and disagreement in past roles.

I have removed, or would remove, a top producer who was toxic to the team.