{"id":48124,"date":"2025-11-09T07:15:09","date_gmt":"2025-11-09T07:15:09","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48124"},"modified":"2026-01-31T09:47:32","modified_gmt":"2026-01-31T09:47:32","slug":"star-interview-method","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/th\/star-interview-method\/","title":{"rendered":"How to hire with the STAR interview method"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Predict Performance with Factual Evidence:<\/strong> Stop hiring or managing based on &#8220;vibes&#8221; or vague impressions like &#8220;good attitude.&#8221; Use the <strong>STAR method (Situation, Task, Action, Result)<\/strong> to force people to provide behavioral proof. If they can\u2019t describe the specific action they took and the measurable impact it had, they are hiding behind theory.<\/li>\n\n\n\n<li><strong>Replace &#8220;How&#8221; with &#8220;Tell Me About a Time&#8221;:<\/strong> In interviews, ditch theoretical questions like &#8220;How do you handle stress?&#8221; and demand evidence. A candidate who actually delivered results will give you a concrete, four-step story; someone who didn&#8217;t will drift into &#8220;we&#8221; language or group credit.<\/li>\n\n\n\n<li><strong>Strip the Drama from Feedback:<\/strong> When addressing performance issues, anchor your message in the <strong>Situation and Task<\/strong> to set the scene, describe the observable <strong>Action<\/strong> (not the person\u2019s character), and conclude with the <strong>Result<\/strong> (the business impact). This turns a potentially emotional confrontation into a fair, factual conversation.<\/li>\n\n\n\n<li><strong>Build an Objective Record:<\/strong> Use the STAR framework for all documentation, whether you&#8217;re tracking a high performer for promotion or a disciplinary case. By recording facts instead of opinions, you create a professional paper trail that stands up in HR reviews and protects you from bias or legal pushback.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#from-vague-goals-to-smart-kp-is\">What is The STAR Interview Method?<\/a><\/li><li><a href=\"#type-1-the-ghost-manager-absence-kills-accountability\">When to Use The STAR Interview Method?<\/a><\/li><li><a href=\"#new-manager-tip-1-lock-down-what-success-looks-like-before-day-1\">How to Apply The STAR Interview Method<\/a><\/li><li><a href=\"#new-manager-tip-4-audit-your-future-team-before-you-inherit-them\">Why Ditching Vague Feedback (and Interviews) Matters<\/a><\/li><li><a href=\"#type-4-the-firefighter-manager\">Example: Applying the STAR Interview Method in Real Hiring<\/a><\/li><li><a href=\"#type-5-the-micromanager\">How to Start Using STAR Right Now<\/a><\/li><li><a href=\"#type-6-the-kpi-robot\">Final Thought about The STAR Interview Method<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>The STAR interview method is part of Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br>\ud83d\udc49 Module 6: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/recruitment\/\" data-type=\"page\" data-id=\"49759\">Recruitment in practice<\/a><\/p>\n\n\n\n<p>During an interview, the hiring manager\u2019s main job is to identify past behavior patterns and make sense of them to predict future performance. That means your approach must be factual, not based on assumptions.<\/p>\n\n\n\n<p>Most hiring mistakes happen because managers fall into common traps: the halo effect, confirmation bias, or simply relying on vague impressions. They talk about \u201cgood attitude\u201d or \u201cpoor communication,\u201d yet can\u2019t describe what that actually looked like in practice.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt.jpg\" alt=\"Diagram of the STAR interview method showing Situation, Task, Action, and Result steps for effective hiring and coaching \u2013 Monday Simon\" class=\"wp-image-48125\" style=\"width:700px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-768x768.jpg 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>&nbsp;That\u2019s where the STAR interview method comes in.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"from-vague-goals-to-smart-kp-is\"><strong><strong><strong>What is The STAR Interview Method?<\/strong><\/strong><\/strong><\/h2>\n\n\n\n<p>The STAR method is a simple structure that is usually used in a <a href=\"https:\/\/mondaysimon.com\/th\/structured-interview\/\" data-type=\"post\" data-id=\"48325\">structured interview<\/a> to describe or analyze behavior in four steps:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>S \u2013 Situation<strong><br><\/strong><\/li>\n\n\n\n<li>T \u2013 Task<strong><br><\/strong><\/li>\n\n\n\n<li>A \u2013 Action<strong><br><\/strong><\/li>\n\n\n\n<li>R \u2013 Result<br><\/li>\n<\/ul>\n\n\n\n<p>It helps you turn messy, subjective stories into clear, factual examples. Whether you\u2019re interviewing, giving feedback, or documenting performance, the STAR interview method keeps everyone grounded in what <em>really happened<\/em>. This interview method can be also be used to evaluate <a href=\"https:\/\/mondaysimon.com\/th\/competencies\/\" data-type=\"post\" data-id=\"48193\">competencies<\/a> as part of a <a href=\"https:\/\/mondaysimon.com\/th\/behavioral-interview\/\" data-type=\"post\" data-id=\"48318\">behavioral interview<\/a>. <\/p>\n\n\n\n<p>Think of it as a manager\u2019s blueprint for turning chaos into clarity.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"type-1-the-ghost-manager-absence-kills-accountability\"><strong><strong>When to Use The STAR Interview Method<\/strong><\/strong>?<\/h2>\n\n\n\n<p>You don\u2019t need to use the start interview method for every casual chat, but when the stakes are high, or facts are blurry. Basically, when you want to double-check an important feel and you need factual evidence to base your opinion.&nbsp;<\/p>\n\n\n\n<p>1. During interviews:<br> Use STAR questions to make candidates prove their experience.<br>Instead of asking, <em>\u201cHow do you handle conflict?\u201d<\/em> say,\u201cTell me about a time you had to manage a conflict within your team. What was the situation, what did you do, and what was the outcome?\u201d<\/p>\n\n\n\n<p>You will instantly see who gives real, behavioral evidence versus who hides behind theory. I also recommend it to use it during <a href=\"https:\/\/simoncarvi.substack.com\/p\/my-candidate-phone-screen-interview\" target=\"_blank\" rel=\"noopener\">phone interview screenings<\/a> with candidates to save time on the selection process. <\/p>\n\n\n\n<p>2. In performance reviews or coaching:<br> Use the STAR framework to address specific actions during <a href=\"https:\/\/mondaysimon.com\/th\/performance-management\/\" data-type=\"post\" data-id=\"48247\">performance management<\/a> meetings with your subordinate(s)<\/p>\n\n\n\n<p>\u201cLast Tuesday, during the Acme Corp onboarding (Situation + Task), you didn\u2019t check the client files before kickoff (Action), which led to a 20-minute delay and client frustration (Result).\u201d<\/p>\n\n\n\n<p>That\u2019s a precise, fair feedback message. No emotion, just facts.<\/p>\n\n\n\n<p>3. In documentation:<br>Perfect for tracking high performers or disciplinary cases.<br>When you describe facts using STAR, you are building an objective record that stands up in HR reviews, promotion discussions, or even legal cases where you need to provide fact based evidence. <\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"new-manager-tip-1-lock-down-what-success-looks-like-before-day-1\"><strong><strong>How to Apply The STAR Interview Method<\/strong><\/strong><\/h2>\n\n\n\n<p>S + T = Context<strong><br><\/strong> Anchor the conversation: \u201cLast Tuesday (S), we had the onboarding for Acme Corp (T).\u201d<br> Now, everyone knows the event being discussed.<\/p>\n\n\n\n<p>A = Action<strong><br><\/strong>Describe what was actually done or not done.<br>Avoid opinions\u2014stick to observable behavior: \u201cYou skipped the checklist.\u201d<\/p>\n\n\n\n<p>R = Result<strong><br><\/strong> Connect the action to business impact: \u201cThe client noticed, and we lost time.\u201d<\/p>\n\n\n\n<p>The power of the STAR interview method lies here: tying actions to outcomes.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"new-manager-tip-4-audit-your-future-team-before-you-inherit-them\"><strong><strong>Why Ditching Vague Feedback (and Interviews) Matters<\/strong><\/strong><\/h2>\n\n\n\n<p>1. Immediate manager benefit:<strong><br><\/strong> STAR shortens conversations. You walk in with facts, deliver the message, and agree on next steps. No more 45-minute emotional loops.<\/p>\n\n\n\n<p>2. Fairness and team cohesion:<br> Everyone knows what counts: specific actions and measurable results, not personality or favoritism.<\/p>\n\n\n\n<p>3. Stronger business results:<br> When your team understands which behaviors lead to success, they repeat them. The same logic applies to hiring. STAR helps you identify candidates who actually <em>demonstrated<\/em> success, not just claimed it.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"type-4-the-firefighter-manager\"><strong><strong>Example: Applying the STAR Interview Method in Real Hiring<\/strong><\/strong><\/h2>\n\n\n\n<p>You\u2019re hiring a Project Manager.<br>Instead of asking, <em>\u201cAre you good at handling deadlines?\u201d<\/em> try:<\/p>\n\n\n\n<p>\u201cTell me about a project where deadlines were tight. What was the situation, what did you need to achieve, what actions did you take, and what was the result?\u201d<br>A strong candidate will give you measurable outcomes and concrete actions.<br>A weak one will drift into theory or group credits.<br><br>Within two questions, you know who truly delivered results.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"type-5-the-micromanager\"><strong><strong>How to Start Using STAR Right Now<\/strong><\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Add at least one STAR question to your next interview.<\/li>\n\n\n\n<li>Reframe one feedback message this week using Situation\u2013Task\u2013Action\u2013Result.<\/li>\n\n\n\n<li>Document one case (positive or negative) using the same format.<\/li>\n\n\n\n<li>Update your <a href=\"https:\/\/mondaysimon.com\/recruitment-scorecard\/\" data-type=\"post\" data-id=\"48163\">recruitment scorecard<\/a> and enforce it in your <a href=\"https:\/\/mondaysimon.com\/recruitment-process\/\" data-type=\"post\" data-id=\"48299\">recruitment process<\/a>. <br><\/li>\n<\/ol>\n\n\n\n<p>You will immediately notice your communication becomes clearer, shorter, and more effective.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"type-6-the-kpi-robot\"><strong><strong>Final Thought about The STAR Interview Method<\/strong><\/strong><\/h2>\n\n\n\n<p>You can\u2019t fix or hire what you can\u2019t describe.<br>Your job as a manager is to define success and failure early.<br>The STAR interview method gives you the structure to do exactly that. <\/p>\n\n\n\n<p>For a deeper dive into how to use the STAR interview method and other practical hiring frameworks, explore Module 6: Hiring for Managers in the <a href=\"https:\/\/academy.mondaysimon.com\/\">Manager Development Program<\/a>.<\/p>\n\n\n\n<p>If you\u2019d like to explore more practical manager tools to put these concepts into action, visit our <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\" data-type=\"page\" data-id=\"48059\">Manager Tools<\/a> page.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/recruitment\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-f466226dfd9ab852a6fb8556bd30b8bd\" style=\"font-size:18px\">This article is part of our recruitment resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48325 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration of a manager preparing a structured interview using predefined questions, evaluation criteria, and a scorecard.\" data-media-id=\"48385\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-09_35_48-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-09_35_48-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-09_35_48-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-09_35_48-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Structured Interview : The Proven Way to Hire Smarter and Reduce Mis-Hires<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/structured-interview\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48318 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager conducting a behavioral interview and evaluating responses with a checklist.\" data-media-id=\"48389\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Behavioral Interview Guide: Ask Better Questions and Predict Real Performance<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/behavioral-interview\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48136 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager and employee having a one-on-one meeting to discuss goals and unblock issues \u2013 Monday Simon\" data-media-id=\"48139\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Run Powerful One on One Meetings For Managers<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/one-on-one\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways The STAR interview method is part of Mond &#8230; <a title=\"How to hire with the STAR interview method\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/th\/star-interview-method\/\" aria-label=\"Read more about How to hire with the STAR interview method\">Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":48125,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48124","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48124","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/comments?post=48124"}],"version-history":[{"count":31,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48124\/revisions"}],"predecessor-version":[{"id":50667,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48124\/revisions\/50667"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media\/48125"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media?parent=48124"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/categories?post=48124"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/tags?post=48124"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}