Non-profitExpert-built kit

Case Manager

Conducts client assessments, develops individualized service plans, coordinates community referrals, and documents all case interactions.

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Interview content for Mid

35
What to ask. Competency and attitude questions, assigned to the right round.
212
What to listen for. Written indicators to credit and discount, per question.
12
What the hire must do. Capabilities with expected proficiency at each level.

Look inside: one question, as it appears in the kit

Pick the level you’re hiring. The sample changes with the level you select.

Round 2 · Hiring Manager: Complex Case Assessment & Care Planning21 competency questions

Clinical Practice & Care Coordination

Care Coordination & Referral Management

Coordinates complex care transitions across multiple systems (health, housing, justice); negotiates referral priorities and timelines; resolves scheduling and transportation barriers; ensures clinical information transfer via CCDs or care summaries.

Expected at Mid

Sample competency question

Give me an example of a time you had to coordinate services across multiple agencies with conflicting requirements or timelines.

Ask once, as written, then allow silence. A helpful rephrase may hand the candidate the answer.

Credit

  • Names specific coordination challenges overcome
  • Describes communication rhythm with partners
  • Mentions verifying service actually delivered

Discount

  • Blames other agencies for breakdowns
  • No example of multi-party coordination
  • Left client to manage conflicts alone

Independent coordination across health, housing, and justice systems is essential to prevent service fragmentation and ensure successful transitions. Mastery at this level prevents clients from falling through systemic gaps, reduces resource duplication, and avoids costly hospital readmissions or homelessness.

Ryan Mahoney

Why this role is hard · Ryan Mahoney

Case managers get hit from every side. They take in heavy emotional stuff all day without letting it wreck them, then turn around and make real things happen from that mess. You need someone who actually cares when a family's about to lose their housing, but can also draw the line so fifty other people don't get dropped. The hard part isn't being nice; it's being nice when everything's on fire. Can they really hear someone in crisis, then jump on the phone with a stubborn housing office, then write it all down clearly before the system garbles their notes? Working alone here isn't some bonus, it's the job. You're looking for someone who does solid work when nobody's checking, because that's most of their day.

Everything in the download, in the order you’ll use it

Level guides for Junior, Mid, Senior and Principal.

Before you post

  • 1Ready-to-use job description
  • 3Video screening prompts
  • 8Resume screening criteria

In the room

  • 21Competency interview questions
  • 14Attitude interview questions
  • 1Hands-on work simulations
  • 1Presentation prompts

At the debrief

  • Progression framework
  • Exceeds / Meets / Below anchors for every exercise
  • 4Interview plan with time per round

Core Evaluation

Critical questions for this role

The competency and attitude questions below are where the hiring decision is made. They run in the live interview rounds and are calibrated to the level selected above.

21 Competency Questions

1 of 21

  1. Discipline

    Clinical Practice & Care Coordination

  2. Job requirement

    Care Coordination & Referral Management

    Coordinates complex care transitions across multiple systems (health, housing, justice); negotiates referral priorities and timelines; resolves scheduling and transportation barriers; ensures clinical information transfer via CCDs or care summaries.

  3. Expected at Mid

    Independent coordination across health, housing, and justice systems is essential to prevent service fragmentation and ensure successful transitions. Mastery at this level prevents clients from falling through systemic gaps, reduces resource duplication, and avoids costly hospital readmissions or homelessness.

Interview round: Hiring Manager: Complex Case Assessment & Care Planning

Give me an example of a time you had to coordinate services across multiple agencies with conflicting requirements or timelines.

Positive indicators

  • Names specific coordination challenges overcome
  • Describes communication rhythm with partners
  • Mentions verifying service actually delivered

Negative indicators

  • Blames other agencies for breakdowns
  • No example of multi-party coordination
  • Left client to manage conflicts alone

14 Attitude Questions

1 of 14

Active Listening

The disciplined practice of fully concentrating on, understanding, responding to, and remembering what another person communicates—encompassing verbal content, emotional tone, nonverbal cues, and unspoken implications—while suspending judgment, minimizing internal formulation of responses during the other's speech, and verifying comprehension through paraphrasing and clarifying questions rather than assumption.

Interview round: Hiring Manager: Complex Case Assessment & Care Planning

During a rushed phone call, a client mentions in passing that they're 'handling it like last time.' You don't know what 'last time' refers to and the call needs to end soon. How do you respond?

Positive indicators

  • Proposes specific clarifying question or callback plan
  • Mentions checking case notes or consulting colleagues
  • Considers whether 'handling it' indicates coping or crisis

Negative indicators

  • Lets reference pass without follow-up
  • Assumes meaning based on context
  • Relies solely on documentation without client verification

Supporting Evaluation

How candidates earn the selection conversation

The goal is to reduce effort for everyone by collecting more useful signals before adding more interviews. Lightweight application prompts and structured screens help your team focus interview time on the candidates most likely to succeed.

Stage 1 · Application

Filter at the door

Runs the moment a candidate hits Submit. Disqualifying answers end the application; everything else is captured for review.

Video-Response Questions

1 of 3

Application Screen: Video Response

A client discloses trauma during intake but becomes visibly distressed and attempts to leave. What specific steps do you take to de-escalate the situation while maintaining professional boundaries and gathering essential safety information?

Candidate experience

REC
0:42 / 2:00
1Record
2Review
3Submit

Response time

2 min

Format

Recorded video

Stage 2 · Resume Screening

Read the resume against fixed criteria

Reviewers score every application that clears the door against the same criteria. Stronger reviews advance to live interviews; weaker ones are archived without further screening.

Resume Review Criteria

8 criteria
Develops and adapts individualized service plans with measurable milestones for clients facing intersecting barriers.
Executes rapid risk assessments and de-escalation protocols to stabilize acute client situations.
Navigates bureaucratic systems to secure denied benefits and coordinate multi-agency care for clients.
Maintains rigorous ethical standards, informed consent processes, and incident reporting across a diverse caseload.

Does the resume show relevant prior work experience?

Does the cover letter or personal statement convey clear relevance and familiarity with the job?

Does the resume indicate required academic credentials, relevant certifications, or necessary training?

Is the resume complete, well-organized, and free from formatting, spelling, and grammar mistakes?

Stage 3 · During Interviews

Where the hire is decided

Interview rounds use the competency and attitude questions outlined above, then add tests, work simulations, and presentations that reveal deeper evidence about how the candidate thinks and works.

Presentation Prompt

Walk us through your approach to coordinating care for a complex, multi-system client whose service plan requires cross-agency collaboration and frequent adjustments. Discuss how you would navigate conflicting provider recommendations, adapt the intervention plan within approved guidelines, and maintain client agency while managing your own caseload boundaries. Slides are optional; focus on talking through your reasoning.

Format

approach-walkthrough · 20 min · ~2 hr prep

Audience

Lead Case Manager and Clinical Supervisor

What to prepare

  • Reflect on past complex case coordination experiences
  • Prepare a structured verbal walkthrough of your decision-making process

Deliverables

  • A structured verbal walkthrough of your coordination strategy

Ground rules

  • Focus on your clinical judgment and boundary-setting
  • Do not share identifiable client information
  • Slides are optional; emphasize reasoning and tradeoffs

Scoring anchors

Exceeds
Systematically maps cross-agency dynamics, adapts interventions with clear clinical rationale, and demonstrates resilient boundary-setting while preserving client agency.
Meets
Coordinates care logically, adapts plans within guidelines, acknowledges bureaucratic challenges, and maintains reasonable professional boundaries.
Below
Over-relies on rigid protocols or unstructured improvisation, misses cross-agency conflict resolution, or fails to address sustainability and boundary management.

Response time

20 min

Positive indicators

  • Frames the coordination problem by mapping stakeholder roles and conflicting incentives before proposing solutions
  • Surfaces assumptions about provider capacity and client readiness, adjusting the plan accordingly
  • Demonstrates reasoning under ambiguity by balancing guideline adherence with necessary clinical adaptations
  • Articulates clear strategies for maintaining professional boundaries while managing high-acuity caseloads
  • Prioritizes client agency and transparent communication across fragmented service networks

Negative indicators

  • Jumps to a multi-agency referral plan without assessing client readiness or provider capacity
  • Assumes guideline modifications are either fully flexible or strictly rigid without explaining tradeoffs
  • Avoids discussing how to handle bureaucratic barriers or emotional labor sustainably
  • Fails to articulate a clear boundary-setting strategy for scope creep or unrealistic client demands
  • Relies on passive coordination without proactive conflict resolution

Work Simulation Scenario

Scenario. You are advocating for an emergency housing placement for a complex client with co-occurring mental health needs and a history of missed appointments. The only available bed is at a partner shelter with strict eligibility rules and limited capacity.

Problem to solve. Negotiate a temporary placement or conditional exception with the shelter director, balancing client advocacy, partner agency constraints, and risk mitigation strategies.

Format

stakeholder-roleplay · 40 min · ~2 hr prep

Success criteria

  • Secure a clear path to placement or a structured alternative
  • Address shelter's liability and compliance concerns with concrete risk-mitigation steps
  • Maintain collaborative inter-agency relationship
  • Align client expectations with realistic timelines

What to review beforehand

  • Client's current care plan and risk assessment
  • Partner agency's standard intake and compliance policies
  • Available emergency support funds and crisis intervention protocols

Ground rules

  • You have 40 minutes for the negotiation
  • Focus on trade-offs and mutually viable solutions
  • Do not commit to resources you cannot authorize

Roles in scenario

Partner Shelter Director (skeptical_stakeholder, played by cross_functional)

Motivation. Protect staff safety, maintain program compliance, and ensure high occupancy rates with minimal liability exposure.

Constraints

  • Strict liability insurance requirements and occupancy caps
  • Limited staff capacity for high-acuity or behavioral health cases
  • Past negative experiences with uncoordinated referrals from external agencies

Tensions to introduce

  • Pushes back on the client's missed appointment history as a compliance risk
  • Demands a signed behavioral contract and daily check-ins before accepting the referral
  • Questions your agency's follow-through capacity and monitoring protocols

In-character guidance

  • Ground all objections in operational reality and documented policy
  • Listen carefully to proposed mitigation strategies and test them against capacity limits
  • Require concrete, written commitments before agreeing to any exception

Do not

  • Agree to placements without explicit risk mitigation or monitoring plans
  • Become adversarial, dismissive, or overly accommodating
  • Volunteer alternative housing resources or solve the candidate's advocacy challenge
  • Coerce the candidate into unrealistic client demands or unfunded mandates

Scoring anchors

Exceeds
Successfully aligns client needs with shelter constraints through concrete risk-mitigation, negotiates clear conditional agreements, and maintains a collaborative, trauma-informed advocacy stance.
Meets
Secures a viable placement path by addressing key policy concerns and outlining follow-up plans, though may occasionally overcommit on monitoring or leave minor logistical details unresolved.
Below
Adopts an adversarial tone, ignores partner constraints, overpromises unrealistic client compliance, or fails to establish clear accountability and next steps.

Response time

40 min

Positive indicators

  • Acknowledges partner constraints and translates them into actionable risk-mitigation proposals
  • Uses clear, specific language to outline client support plans and follow-up commitments
  • Negotiates conditional agreements that protect both client dignity and shelter compliance
  • Maintains professional boundaries while advocating firmly for client access

Negative indicators

  • Becomes defensive or dismissive of shelter policies and liability concerns
  • Overpromises client compliance or agency monitoring capacity to secure quick agreement
  • Fails to ask clarifying questions about specific eligibility barriers or documentation needs
  • Leaves next steps, accountability metrics, or escalation pathways ambiguous

Progression Framework

This table shows how competencies evolve across experience levels. Each cell shows competency at that level.

Clinical Practice & Care Coordination

4 competencies

CompetencyJuniorMidSeniorPrincipal
Care Coordination & Referral Management

Executes warm handoffs and referral appointments; maintains referral tracking logs; communicates basic client information to external providers using release of information forms; follows up on appointment confirmations.

Coordinates complex care transitions across multiple systems (health, housing, justice); negotiates referral priorities and timelines; resolves scheduling and transportation barriers; ensures clinical information transfer via CCDs or care summaries.

Manages high-risk care transitions (hospital discharge, incarceration release); develops referral protocols and pathways; builds sustainable provider network relationships; troubleshoots systemic breakdowns in coordination.

Designs integrated care systems and accountable care models; establishes Memoranda of Understanding (MOUs) and data sharing agreements with health systems; evaluates coordination model effectiveness via network analysis.

Care Planning & Intervention

Implements standardized care plans and protocols under supervision; documents client progress toward goals; identifies routine barriers to goal attainment and escalates complex issues.

Develops individualized care plans with SMART goals; adapts evidence-based interventions based on client response and readiness; conducts crisis intervention and stabilization protocols independently.

Manages complex caseloads with multiple comorbidities and social determinants; designs specialized intervention protocols; provides clinical supervision; evaluates intervention fidelity and outcomes.

Creates evidence-based practice models and clinical guidelines; establishes outcome measurement frameworks; leads workforce development in intervention strategies; researches dissemination and implementation science.

Client Assessment & Intake

Conducts structured intake interviews using standardized screening tools and decision trees; documents presenting problems, immediate needs, and eligibility factors under direct supervision; recognizes urgent safety concerns for escalation.

Performs comprehensive biopsychosocial assessments independently across multiple domains (medical, psychiatric, social, vocational); identifies risk/protective factors; establishes diagnostic impressions; develops preliminary service plans.

Conducts complex diagnostic assessments for high-risk, co-occurring, or culturally complex populations; validates and calibrates assessment instruments; consults on difficult differential diagnoses; trains junior staff in assessment methodology.

Designs assessment frameworks, validation studies, and predictive risk models; establishes cross-agency assessment standards and interoperability protocols; leads research on assessment fidelity and outcome correlation.

Systems Advocacy & Resource Negotiation

Identifies potential client rights violations and barriers; maintains current resource directories; escalates advocacy needs to supervisors; documents advocacy activities.

Negotiates directly with landlords, utility companies, and administrative agencies; represents clients in fair hearings or eviction proceedings; coordinates with legal aid societies; resolves benefits denials.

Leads systemic advocacy campaigns targeting institutional policies; develops policy change proposals; chairs interdisciplinary advocacy coalitions; manages complex multi-party negotiations.

Designs advocacy strategies and campaign architectures; influences policy at legislative and regulatory levels; establishes institutional partnerships and strategic litigation support; leads field-building for client rights.

Data, Technology & Quality Systems

4 competencies

CompetencyJuniorMidSeniorPrincipal
Compliance & Quality Assurance

Follows compliance checklists and standard operating procedures; maintains current professional licensure and certifications; reports safety concerns through incident management systems.

Conducts quality assurance audits of case files and service delivery; implements risk assessments for client safety; ensures documentation meets accreditation standards (COA, CARF).

Manages accreditation preparation and site visits; develops compliance protocols and corrective action plans; investigates serious incidents; leads quality improvement teams using PDSA cycles.

Establishes organizational compliance and risk management frameworks; interfaces with regulatory bodies and auditors; sets enterprise quality standards; manages organizational liability and ethics.

Data Analysis & Outcome Evaluation

Collects and cleans data for analysis; runs standard reports from dashboards; documents data sources and limitations; maintains data dictionaries.

Performs descriptive statistical analysis; creates visualizations and dashboards; interprets trends in readmissions or service gaps; recommends specific service modifications based on findings.

Conducts complex statistical analysis (regression, survival analysis); develops evaluation frameworks and logic models; performs root cause analysis; leads outcome measurement strategy.

Designs research studies and quasi-experimental evaluations; establishes organizational analytics infrastructure; publishes findings in peer-reviewed venues; drives sector-wide learning and standards.

Digital Tools & Systems Navigation

Navigates basic case management software interfaces; inputs and retrieves data; troubleshoots common technical issues with IT support; maintains digital literacy for core platforms.

Optimizes workflow automation within systems; manages benefits enrollment portals (Medicaid, SNAP, SSI); trains clients on self-service portals and digital literacy; generates custom reports.

Configures system settings and user permissions; leads integration of new digital tools; evaluates accessibility and UX; drives digital transformation initiatives in service delivery.

Evaluates and procures enterprise case management systems; designs digital service delivery architectures; establishes technology infrastructure standards; ensures digital equity in access.

Information Management & Documentation

Enters client demographic and service data into EHR systems with high accuracy; maintains daily progress notes using structured templates; follows checklists for documentation completeness.

Manages complex documentation requirements including treatment plans and progress reviews; ensures HIPAA compliance in all disclosures; generates routine reports for supervisors; audits files for quality.

Oversees data quality assurance protocols; designs documentation workflows and templates; trains staff on regulatory compliance; manages complex inter-agency data sharing agreements.

Architects enterprise information systems and documentation standards; establishes regulatory compliance frameworks across programs; ensures audit readiness and legal defensibility of records.

Strategy, Advocacy & Organizational Development

4 competencies

CompetencyJuniorMidSeniorPrincipal
Community Engagement & Group Facilitation

Co-facilitates psychoeducational and support groups under supervision; assists with community outreach and event logistics; documents participation and feedback.

Leads evidence-based group interventions (CBT, DBT, trauma support); builds coalition networks with CBOs; organizes stakeholder forums; facilitates participatory community planning.

Designs group intervention curricula and trains facilitators; leads coalition-building for systems change; manages community advisory boards; scales engagement strategies regionally.

Establishes community governance and participatory budgeting models; leads large-scale community organizing campaigns; influences public narrative and policy through grassroots mobilization.

Program Development & Strategic Partnerships

Participates in community meetings and partnership activities; assists with data collection for needs assessments; maintains partnership contact directories.

Cultivates strategic community partnerships; conducts comprehensive community needs assessments; designs pilot programs and service innovations; mentors junior staff in partnership engagement.

Leads complex program design initiatives; manages multi-stakeholder collaborations; scales successful interventions across sites; drives continuous quality improvement using data.

Establishes regional and national strategic alliances; directs organizational strategy and new service line development; influences public policy and funding streams; builds sustainable impact ecosystems.

Resource Development & Grant Management

Assists with grant documentation and reporting; maintains donor and funder records; supports fundraising events and campaigns; tracks deliverable deadlines.

Writes competitive grant proposals for federal, state, and foundation funding; manages grant reporting requirements; cultivates donor relationships; ensures compliance with funding restrictions.

Leads diversified fundraising strategies; manages complex multi-year grants and contracts; develops earned income and social enterprise models; oversees institutional advancement.

Directs organizational development and revenue strategy; establishes endowment and planned giving programs; manages major donor portfolios and foundation relations; ensures long-term financial sustainability.

Workforce Development & Knowledge Management

Participates in professional development and training; documents lessons learned from cases; shares resources and best practices with peers; maintains personal learning plans.

Trains new staff and develops onboarding materials; implements competency-based supervision protocols; maintains knowledge repositories and resource libraries; facilitates team learning.

Designs competency frameworks and certification programs; leads clinical supervision and reflective practice groups; manages training departments; implements change management initiatives.

Establishes organizational learning strategy and culture; develops workforce pipelines and career ladders; architects enterprise knowledge management systems; leads organizational development and transformation.