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One Question That Clears Talent Doubt — Advice from Former Stripe HR Leader Rachel Lockett

Rachel Lockett, former HR leader at Stripe and Pinterest, recommends managers ask: "Would you enthusiastically rehire this person for the same role?" The binary question prompts an honest reaction that clarifies whether someone is a long-term fit. A "no" often signals that repeated conversations won't change things, though alternatives such as candid feedback, role changes, or time-bound performance plans can come first. Context matters: fast-scaling companies may need to move more quickly than slower-growing organizations.

08:00 AM, 11/25/2025Culture

Managers often struggle to decide whether to coach, reassign, or let an employee go. Rachel Lockett, who led HR teams at Stripe and Pinterest and now runs an executive coaching consultancy, recommends a single, clarifying test to cut through uncertainty.

"Would you enthusiastically rehire this person for the same role?"

According to Lockett, the immediate gut reaction to that binary question reveals whether an employee is a long-term fit. She used the question regularly at Stripe and says that when the honest answer is "no," repeated difficult conversations rarely change the outcome.

Why the question works

The power of the test is its simplicity. A yes/no prompt forces managers to move past wishful thinking and evaluate an employee against the needs of the role and team. It provides clarity that helps leaders decide whether to invest more coaching and time or to begin a transition.

Options after you answer

A negative answer does not always mean immediate termination. Host Lenny Rachitsky pointed out practical alternatives: have a candid conversation, place the employee on a clear performance-improvement plan (PIP), or explore a different role that better matches their skills. Lockett adds that company context matters — fast-growing organizations often need to evolve team roles more quickly than slower-moving businesses.

How this echoes other talent strategies

Lockett’s test resembles Netflix’s well-known "keeper test," which asks managers whether they would fight to keep or rehire a person given what they know today. Some companies have used those frameworks to reshape teams: recent rounds of cuts at major tech firms cited the need to tighten talent density and lift overall performance. Meanwhile, PIPs in large tech companies have sometimes been perceived as thinly veiled exits, earning labels such as "quiet layoffs."

Practical steps for managers

To use the question effectively:

  • Ask the question privately and answer honestly.
  • If you would rehire, identify what support or development the person needs.
  • If you wouldn’t rehire, consider intermediate steps first — clear feedback, a time-bound PIP with measurable goals, or a role change — and set a firm timeline for reassessment.
  • When change is necessary, act with transparency and respect: provide clear reasons, next steps, and fair support for transitions.

Used thoughtfully, Lockett’s single question helps managers make timely, humane decisions about talent that balance individual development with team performance.

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