Hiring for Experience vs. Potential: What Matters More in Tech? Experience gets things done. Potential drives innovation. But when you’re building a tech team, what should you prioritize? ✅ Experienced pros who know the ropes? Or 💡 Fresh talent who can break the mold? The answer may surprise you. #HiringStrategy #FutureLeaders
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Why Experience Isn't Always Everything In the world of professional dynamics, we often lean heavily on experience to gauge someone's suitability for a role. But let's shake things up a bit, shall we? Imagine this: You've got two candidates in front of you. One has climbed the ranks within the organization, knows the ins and outs like the back of their hand. The other? Well, they're a bit of a wildcard. Fresh to the company, but they've got a track record of building something remarkable from scratch. Here's the kicker: Sometimes, that wildcard is the game-changer you didn't know you needed. Here's why: 1️⃣ Innovation Over Tradition: While experience is valuable, it can sometimes be shackled by routine and tradition. Someone who's built something from scratch brings a fresh perspective. They're more likely to challenge the status quo and inject new ideas into the mix. 2️⃣ Adaptability Reigns Supreme: Building something from the ground up requires adaptability, resilience, and a whole lot of grit. These are qualities that transcend specific job functions. So, when faced with new challenges or unfamiliar territory, someone who's thrived in the startup world is more likely to roll up their sleeves and dive in headfirst. So, next time you're making a hiring decision, don't just default to the tried-and-true path of prioritizing experience. Consider the value that a fresh perspective and a proven ability to build something remarkable can bring to your team. Who knows? You might just uncover your next star player in the process. #Innovation #FreshPerspective #Hiring #BeyondExperience
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Strategic hiring is about more than just filling vacancies; it's about building a team that drives innovation and growth. Discover how every hire can shape your startup’s future in our Startup Leader's Guide to Hiring Success series. Download the guide on our website → https://lnkd.in/g-Pi782h #StrategicHiring #GrowthStrategies #HiringTips
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I was chatting with a connection about the complexities of hiring in tech. He said the fundamental question is: What matters more: Attitude or Capability? Attitude: Can a positive, resilient mindset and a willingness to learn outweigh technical skills? How often have you seen attitude drive success and innovation within teams? Capability: Do technical prowess and experience hold the key to immediate impact? How do you balance the need for specific skills with the potential for growth? Where do you draw the line? Is it possible to find a perfect blend, or do you lean more towards one over the other? What has worked best for you? #Hiring #Recruitment #Leadership #CareerGrowth #Innovation #fintech #Insurtech
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10 reasons why companies need to hire entry-level talent: (and yes I mean ACTUAL entry-level = no direct experience) 1. They bring bags of energy and enthusiasm – it’s infectious. 2. They’re digital natives – new tech isn’t scary, they can embrace things like AI easily. 3. They’ll get shit done – things move rapidly in their world. 4. They’re super curious – they’ll ask your team questions which spark ideas. 5. New generational perspectives will inspire creativity. 6. Your hiring is low costs for high impact and great future potential. 7. They’ve not been worn down by corporate systems – mindset blockers don’t exist. 8. They’re fun and culture-rich – your team will get a boost. 9. They’re used to working with low budgets and tight deadlines. 10. You’re not hiring for experience – you’re hiring for character, values and potential. I was an entry-level who someone took a chance on. You were an entry-level who someone took a chance on. If you're looking to break into a new industry/role, don't forget how much value you can bring. Hiring managers, don’t forget where you started. Any more to add to the list? #careers #entrylevel #hiring #hiringstrategy
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Focusing only on skills when hiring is outdated. 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝘁𝗵𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗶𝗻𝘀𝘁𝗲𝗮𝗱: 1)Prioritize attitude, then train the necessary skills. 2)Seek out those who align with your company's vision. 3)Hiring for attitude means choosing team players and problem solvers. 4)Skills can be learned, but a positive attitude comes naturally. 5)If someone's resume is perfect but their attitude isn't, reconsider. 6)Shift focus from merely skilled individuals to eager learners. 7)This strategy leads to a dynamic and cohesive team. That's the future of successful hiring—let's start this transformation. ------------------------------------------------ Amerify is hiring talented individuals. Apply now and be a part of something amazing! Link in the Comments
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Hiring the right tech talent is key to driving innovation. Here are the top five qualities we think hiring companies should prioritise: 🧠 Technical Proficiency – This may seem an obvious one, but a solid foundation in relevant technologies and tools is going to be essential ⁉️ Problem-Solving Skills – If you're hiring tech talent, the chances are there's a problem to solve. You'll need someone who can use their initiative to get the job done 🧘 Adaptability – With the ever-changing landscape of technology, this is vital for a growing business 🤝 Team Collaboration – It's not all about being techy! Your hire should fit in with your team and be able to collaborate. 📖 Continuous Learning – Commitment to lifelong learning and professional development - a highly important trait for a tech hire in any team. At Retelligence, we work with the top talent in the technology sector, and we work closely with our clients to find them the perfect match, not just to fill a seat but to solve a problem. If you have a requirement for some tech talent, please don't hesitate to get in touch! #TechHiring #TechTalent #HiringTips #FutureOfWork #TechCareers #Recruitment #Innovation
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When I was hiring for my team, I thought creativity was the key. But something unexpected happened.. 📌 I wanted fresh minds, bursting with new ideas. After all, isn't that what drives innovation? -But I found myself facing a challenge I hadn't expected. While creativity was abundant, something was missing. -Projects weren't moving forward as smoothly as I'd hoped. -Deadlines were missed, and results were lacking. 📌 It hit me hard: creativity alone wasn't enough. -We needed a balance—a blend of creativity and responsibility. 📌 So, I set out to change things. - Introducing a checklist of effective questions proved pivotal. - It helped pinpoint candidates with both creative flair and a strong work ethic, ensuring they could turn ideas into action. 📌 Today, I'm proud to say that our team embodies this balance. And together, we're making waves in the world of marketing and business consulting. Feel free to reach out if your business is stuck..... #linkdinmarketing #hiring #personalbranding #growth #business
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The secret to hiring top talent? It’s not what you think. I wasn’t looking for perfection. I was looking for potential: ✅ They were coachable ✅ They were willing to learn ✅ They were passionate about their work ✅ I could see a part of my younger self in them Because here’s the truth: 99% of skills can be taught. But attitude, passion, and drive? Those can’t be trained. Hiring for potential over perfection has been the best investment I’ve made. It’s not about hiring someone who “checks all the boxes.” It’s about hiring someone who’s ready to grow into the role. Hire for potential, not perfection. What’s one quality you prioritize when hiring? Let’s discuss this in the comments. #hiring #startup #founder
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At Prop.com we’re expanding at lightning speed—hiring for roles that didn’t even exist a couple of years ago. Last week, I had one of many inspiring conversations with my boss, who is always challenging my thinking patterns. She posed a thought, “What makes a great hire for us right now?” I thought and pondered, “Someone who thrives in the unknown with a great attitude.” In a world as dynamic as ours, experience can only take you so far. The rules are being written as we go, and we need people who can adapt, think fast, and learn faster. Don’t get me wrong—experience matters. But potential? The potential is what drives innovation. It’s about spotting the person who might not tick every box on paper but has the drive to outlearn and outgrow everyone else!! I think about the junior hire who taught themselves Solidity in a weekend or the marketing candidate who didn’t have tech experience but brought a fresh, creative perspective that reshaped our approach. Hiring for potential means we’re betting on grit, curiosity, and passion. So here’s my question: How do you balance experience with potential when you're building a team? As recruiters and hiring managers, are we taking enough chances on people who don’t just fit the mold—but could break it? Let’s talk about it. 💬 #peopleculture #innovation #startup #scaleup #technology
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Hiring for the future is bull****. It's the worst advice I received when trying to run a scale-up. I'm sorry, but it is. I've made that mistake - I know a lot of other CEOs have too. You shouldn't hire someone because their core skills would translate well when something happens in 12-18 months. Because that means for the next year you aren't getting what your team needs. Hire who you need right NOW. > Do they have the right attitude? > What skills are they bringing to the team that you don't have today? > Where do you think they fit on the Trust vs Performance scale? Be honest with yourself about what you need NOW. Because if you aren't getting what you need now, I'm almost certain you'll be re-hiring for that role in less than 12 months.
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