The Art of Hiring

I have interviewed over 2,500 candidates, from interns to leadership roles. In that time, I have seen a few patterns. Some not so obvious candidates have thrived beyond expectations. Some “perfect fits” have crashed and burned in a matter of months.

Here is what I have learned about hiring for long-term impact:

1. Motivation Over Skills

Skills get someone through the door. But misaligned motivation kills performance. If a candidate’s goals do not match the role, no résumé can save the hire.

2. The Over-qualification Pitfall

Hiring someone “too good” looks smart at first. But when frustration grows, ambition clashes, and they leave, the team pays the price. Overqualified hires often do not last, and their exit disrupts everything.

3. Role Clarity

Sometimes the most honest thing is telling a candidate that the role is not for them. It is a difficult conversation, but better now than months later when things unravel.

4. Prepare the Team First

A team with rigid or unclear values will reject new perspectives. Leaders must help expand those values, make space for difference, and build a culture ready to embrace change before bringing new voices in.

5. Beyond the Checklist

Interviewing is not about ticking boxes. It is about understanding intention. Why does this person want this role? Why work at all? Can they see themselves here for three to five years? If not, they will not stay.

6. Unicorns Do Not Exist

No single hire will fix everything. Great teams are not built on mythic individuals. They are built on people whose motivations align and whose strengths complement one another. A strong hire lifts the entire team.

7. Hire for Momentum

Hiring is not about filling seats. It is about creating forward motion. Misaligned hires slow you down. Aligned hires accelerate you. The difference is not subtle, it is transformational.

Hiring is one of the highest-leverage decisions a leader makes. Make it count!