Stop Chasing Unicorns: Hire for Growth Potential Instead

In hiring, chasing the "perfect candidate" can feel like the ultimate goal. Find the unicorn. Tick every box. Solve every team problem instantly.

But here is the reality. Unicorns are rare, expensive, and often not as perfect as they seem.

The companies that consistently win in today’s market are not chasing perfection. They hire for growth potential.

The Myth of the Perfect Fit

On paper, it sounds smart. Why settle for 80% when you could find 100%?

The problem is that in fast-moving industries like tech, finance, and digital services, the "perfect fit" today may not be a fit tomorrow. Skills change. Technologies evolve. Teams grow in unexpected ways.

Hiring for perfection is short-sighted. It fills an immediate gap but often overlooks long-term adaptability, cultural contribution, and future leadership potential.

What Growth Potential Looks Like

When we talk about hiring for growth potential, we are looking for:

• Learning agility: Can they pick up new skills quickly?

• Problem-solving ability: Can they adapt when things do not go to plan?

• Motivation to improve: Are they driven to grow, not just coast on what they know?

• Cultural contribution: Will they make the team stronger in new ways, not just fit the existing mould?

These qualities are harder to measure than certifications or job titles. But they are far more predictive of future success.

Why Hiring for Potential Wins Long-Term

Hiring for potential:

• Future-proofs your team against skill gaps

• Builds a culture of learning and adaptability

• Increases loyalty because you invest in people's growth, not just their output

• Widens your talent pool beyond the same recycled CVs

It also sends a clear message to candidates. "We value growth, not just pedigree." That is a powerful brand statement in a competitive market.

How to Shift Your Hiring Mindset

• Rethink your job ads: Focus on outcomes and opportunities, not rigid checklists.

• Ask better interview questions: Explore how candidates learn, adapt, and solve problems.

• Assess potential, not just history: Look at trajectory. Have they consistently grown, even if their background is not traditional?

• Invest in onboarding and development: Hiring for potential only works if you support it after day one.

• Educate your hiring managers: Help them move beyond "gut feel" and checklist hiring.

Final Thoughts

The companies building high-performing teams today are not chasing unicorns. They are building ecosystems where great people can thrive, grow, and lead.

Stop asking "Do they tick every box today?" Start asking "Where could they be in 12 months with the right support?"

Because the best hires are not the ones who are perfect on paper. They are the ones who are still getting better.