In the fast-paced world of business leadership, interviews are no longer just about resumes—they’re about mindset, values, and adaptability. Denny’s CEO Kelli Valade has a few go-to questions that cut through the fluff and reveal whether a candidate is truly ready to thrive. And if candidates can’t answer them? It’s an immediate red flag. Here’s why.
🍳 Behind the Booth: What Denny’s Is Really Looking for in a Hire
With over 1,600 restaurants in the U.S. and abroad, Denny’s isn’t just serving up pancakes—it’s serving up culture, consistency, and customer experience. And according to CEO Kelli Valade, who took over leadership in 2022, finding the right people to drive that vision forward is everything.
In a recent leadership podcast and multiple business interviews, Valade revealed that her interview style is unconventional yet deeply revealing. She believes you can tell more about a candidate in five honest minutes than a full resume review.
✅ The Key Interview Questions She Always Asks:
“Can you tell me about a time you failed—and what you learned from it?”
“What’s the most important value a leader should have?”
“How do you show up when no one’s watching?”
These may seem like basic behavioral questions, but for Valade, the responses are deal-breakers.
🚩 Why These Questions Are Red Flag Detectors
1. The Failure Question: Measuring Humility + Self-Awareness
When candidates struggle to answer the question about failure, it reveals a lot more than they think. According to Valade:
“If you can’t talk about your failures, you probably haven’t grown much.”
This question isn’t about the failure itself—it’s about the learning, humility, and growth. Candidates who deflect blame, give shallow answers, or claim they’ve “never really failed” immediately raise concerns.
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2. The Leadership Value Test: Character Over Credentials
When Valade asks, “What’s the most important value a leader should have?” she’s not looking for textbook answers like “vision” or “strategy.” She’s listening for values like:
Integrity
Empathy
Accountability
Servant leadership
The goal is to find people who lead by example, not ego. If a candidate struggles to articulate a leadership value—or offers a cliché without substance—it’s a red flag.
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3. The Invisible Moment: Integrity When No One’s Watching
This is perhaps the most personal and insightful question:
“How do you show up when no one’s watching?”
Valade uses this to assess true character. It’s not about what you do on stage—it’s who you are behind the curtain. Employees who are consistent, reliable, and ethically grounded—even when no one’s monitoring them—are the ones who maintain brand trust, especially in the service industry.
A vague or performative answer signals trouble. A candidate must show emotional intelligence and self-drive.
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📈 Why Denny’s Is Raising the Bar on Hiring
In today’s competitive job market, companies like Denny’s are investing more in value-driven hiring. After all, skills can be taught—values cannot.
Valade believes this philosophy is essential for:
Improving employee retention
Building customer trust
Creating high-performance teams
Supporting DEI (Diversity, Equity, Inclusion) culture
Leading through economic uncertainty and brand transformation
“We’re not hiring just to fill a role—we’re hiring future leaders,” Valade often says.
💬 Real Candidates Weigh In: “It’s Not Easy—But It’s Fair”
Many professionals who’ve interviewed with Denny’s describe the process as unexpectedly introspective. Some walk away inspired. Others unprepared.
Recruitment consultants suggest preparing for these kinds of questions with real-life examples, deep reflection, and authentic stories—not rehearsed answers.
💡 Tips for Answering CEO-Level Questions Like These:
Be honest, not perfect: It’s okay to talk about a mistake—as long as you show what you learned.
Focus on impact: Demonstrate how your actions affected others or the company.
Align your values: Research the company’s core mission and show how your beliefs align.
Prepare stories: Have 2–3 STAR method stories ready (Situation, Task, Action, Result).
🔮 The Future of Interviews: Depth Over Decor
Companies across sectors—from hospitality to tech—are beginning to prioritize mindset over qualifications. Especially with AI automating technical tasks, the uniquely human traits—emotional intelligence, humility, ethical judgment—are becoming the real hiring criteria.
Denny’s approach to interviewing is just one example of this growing trend: values-first hiring.
📝 Final Thoughts
In an age where resumes are filtered by algorithms and technical skills can be taught in bootcamps, the ultimate differentiator is character. And CEOs like Kelli Valade are leading the charge in building purpose-driven organizations by hiring people who are self-aware, empathetic, and deeply aligned with core values.
So, if you’re headed to an interview—at Denny’s or elsewhere—come prepared to answer the questions that really matter.
Because if you can’t answer them, it might not just be a red flag for the company—it could be a wake-up call for your own personal growth.
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