Great Hires: That's One of Mine!
"That’s One of Mine!"
After over 5 years in recruitment, there’s a moment I’ve come to love. I’ll be walking through a client’s office, chatting with someone in a meeting, or reading a team newsletter, and suddenly I’ll spot someone I placed, thriving. And I’ll smile and think, “That’s one of mine.”
It never gets old.
When a hire really works, you can feel it. The candidate is energized, the team clicks, and the company moves forward. It’s matchmaking, career chemistry, and good business all rolled into one.
But not every match works. And when it doesn’t, it’s rarely because the candidate wasn’t strong. It’s usually because something didn’t line up. Sometimes the job changes after the offer. Sometimes the culture that was pitched doesn’t match the reality. On one occasion, I was helping a client hire a Plant Manager, only to find out later they gave the person the title of Director of Operations. The expectations were completely off, and unsurprisingly, it didn’t work out.
(Yes, that actually happened.)
And while I believe people can grow into stretch roles, there has to be alignment. If not, it sets people up for failure. And I get the call six months later that starts with, “Hey Heather, got a sec?”
Now let’s talk about diversity. Many companies say they value it. But if a great candidate is rejected because they “might not fit the culture,” what does that really mean? If everyone is the same, how does a company grow?
I’ve seen companies get this right. One of my large-format clients hires people with different backgrounds, supports language diversity, and has a leadership team that truly values its people. They don’t just talk about culture. They live it. Their retention is strong, and their team is thriving.
On the other hand, I hear from employees at a large packaging company where micromanagement is the norm and leadership is known for a “my way or the highway” approach. I don’t need a review site to know what’s going on. Their people tell me directly.
Let’s touch on sales. If you want someone earning $200K to join your team for $60K and a basic commission plan, you're going to have a hard time. High-performers move for a reason. They want challenge, innovation, strong culture, equity, or leadership that gets it. Why should they take the risk and leave where they are to join your company? How will you make it worth it?
That said, I’ve seen companies take smart risks. One client hired a salesperson from an adjacent industry. New perspective, fresh energy, and it worked.
What I know is this: the best companies are clear and consistent. They don’t oversell, they follow through, and they know that finding the right fit goes both ways.
And I work hard to match people with the roles that fit them.
Because when it works, it really works.
And I get to say, “That’s one of mine.”
You're Hired!
