The Interview Framework
Better food choices start with a better interview.
Once you know why you are hiring food, the next question is: how do you choose the candidate?
Not by looking for the perfect food. Not by handing the whole decision to Willpower.
Instead, run a better interview.
1. Define the Job
What are you really asking the food to do?
Feed you? Comfort you? Save time? Give you energy? Help you belong? Keep a tradition alive?
2. Review the Performance
How is the current hire actually doing?
Look beyond the first few minutes. Consider what it delivers now, how often you hire it, and how well it supports the jobs that matter to you over time.
A great interview doesn't always mean great long-term performance.
3. Compare the Candidates
Compared with what?
Another food may do the same job differently. Sometimes a non-food candidate can compete for the job too.
The question isn't simply, “Is this food healthy?” It's, “Who else could do this job?”
4. Redesign the Interview
Sometimes the problem isn't the candidate. It's the interview.
Availability, convenience, habit, visibility, preparation, marketing, and defaults can influence who even gets considered.
Make a different candidate easier to notice, prepare, order, or enjoy.
Don't rely on more discipline. Change the conditions of the decision.
5. Widen the Interview
Now make the interview bigger.
Consider more than the immediate moment—and more than one voice.
Your health. Your future self. The people around you. Your values. The environment. Animals. Whatever matters to you.
A better interview gives more of what matters a seat at the table.
Then make the hire.
Sometimes you'll choose a different candidate.
Sometimes you'll hire the same one. That's okay.
The goal isn't perfection.
It's to understand the job, improve the interview, and make the decision more intentionally.
You Would Like to Try
You notice the craving. You understand the job. You consider the candidates. And you make the hire. Sometimes that might still be the burger. Sometimes it won't. But increasingly, you are making the decision instead of relying on habits, marketing, or circumstance to make it for you.
That is what progress looks like. Leadership, not perfection.
Hire These Tools to Get Started
One position. One alternative. One shift.
Choose one recurring food hire, give another candidate a fair interview, and see whether the job could be done differently.
Don’t change your diet. Study your hiring.
For seven days, notice one automatic food hire each day and uncover the job it was really hired to do.