Hey there. Orianna here from Fortune.

If landing a promotion is high on your to-do list, there’s one word you need to say way less of.

You can polish your résumé, practice a firm handshake, and even take on stretch opportunities to talk about, but if you start every conversation in the interview with “I” or “me” then it can cost you that step up the ladder.

It’s perhaps surprising since job seekers are often encouraged to avoid using “we” too much, as it can sound passive. But when it comes to management roles, leading every anecdote with “I” or “when I was in charge of” can actually backfire.

In an exclusive interview with Fortune, Twilio CEO Khozema Shipchandler told me that he interviews senior hires for 45 minutes over dinner and is listening out exactly for that. In his eyes, it’s a clear red flag that the candidate is more of a solo act than a team leader—and he’s already doubting their ability to drive results through others.

“I don’t really think that demonstrates leadership particularly well. What I do is easy because people are supposed to listen to me. I can bark orders and ideally they follow them,” he said. “But the hard leadership is when you’re not in charge. How do you get people, through data, passion, charisma, persuasion,… to do things? I really try to test for that.”

You don’t have to take his word alone. Verizon’s chief talent officer, Christina Schelling, previously worked at the CIA, where she assessed people and personalities. Today, she’s responsible for the hiring and career growth of over 100,000 people at the Fortune 500 firm. And because of her previous training, she’s adept at reading between the lines and catching the subtle cues in how you interact.

“I definitely pay attention to the intangible details that aren’t just the direct answers to the questions,” she shared, adding that she’s watching how you treat everyone you greet, regardless of seniority.

“I would absolutely pay attention to if you say, more ‘me’ than ‘we,’” she added.

And then there’s the coffee test, which employers are using to test even the most junior candidates on whether or not they’re a team player.

So if you’re looking for a green flag that you’re ready for promotion, remember: Hiring managers aren’t just listening for what you’ve done—they’re watching how you treat and talk about the people who helped you get there.

—Orianna Rosa Royle
Success Associate Editor, Fortune

Got a career tip or dilemma? Get in touch: orianna.royle@fortune.com
You can also find me on Linkedin: @oriannarosa