However, for chief of staff candidates, there’s an equally important question:

Is this a CEO I can work for?

Given the intimacy of the relationship between a CEO and chief of staff, it must be a partnership that works. As they say, it takes two to tango.

Here’s what I’d look for when interviewing to be a CEO’s new chief of staff:

Candid Communication – Will the CEO be candid in their communication with you? Will they let you in and share insights about how they make decisions and operate? Can they let their guard down with you? The better a CEO is at this, the better you can do your job.

Trust – Is the CEO honest and operate with integrity? Do they tell the truth? Does the CEO say one thing to one person and something else to another? Do they operate with a hidden agenda? Can you trust them to follow through on what they say they will do? Like any relationship, trust is crucial.

Scope of Authority – Where does the CEO fall on the spectrum of macro- vs. micro-management? Will they respect the level of authority you have been given and earned? If not, your decisions and work on behalf of the CEO may be undermined. That’s unhealthy for everyone involved.

Ego and Humility – Does the CEO operate with humility and self-awareness? Are they comfortable delegating authority without feeling threatened? Are they okay with someone else representing them? This can be challenging for some CEOs, especially those with excessive pride.

Kindness – Put simply, it goes a long way. Is the CEO a good person? Do they acknowledge and appreciate good work? Do their actions command respect from others? In a role and partnership that is all-consuming, kindness makes the journey less arduous.

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