When someone is excellent at what they do, the question is rarely whether they can find a role. The question is whether this particular role is worth the commitment.
They look for a real mandate
Great people want to know what they own, what success looks like, and whether the company is serious about creating the conditions for that success. A vague role signals a vague commitment.
They assess the leaders
Candidates are listening closely to how leaders describe the business, make decisions, and talk about hard problems. The interview process is a preview of the working relationship.
They want the truth about the stage
High-growth companies are imperfect by definition. The most compelling story is not that everything is solved. It is that the company knows what it is building, why it matters, and where this person can make a difference.
Hiring is reciprocal. Treating it that way is not simply good candidate experience—it is how you win the people you most want to hire.