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Some of the strongest candidates I’ve hired didn’t meet every requirement on the job description.

They didn’t have the perfect resume.
They didn’t check every box.
And they absolutely earned the offer.

What they did show mattered far more.

They showed curiosity. They asked thoughtful questions and wanted to understand the “why,” not just the task.

They showed coachability. They were open to feedback and eager to grow.

They demonstrated pattern recognition. They could connect past experiences to new challenges. 

Most importantly, they showed a willingness to learn.

That combination is powerful.

Too many jobseekers believe the goal is to look flawless on paper. It’s not. Perfection doesn’t predict success, adaptability does.

Career growth begins when you stop trying to be everything and start telling the right story:

• What you’ve done well and where you’ve made impact
• What you’re actively learning or building right now
• Where you’re headed next and why it makes sense

Hiring managers don’t need a carbon copy of the last person in the role. They need someone who can grow with the work, the team, and the business.

When candidates focus only on matching a template, they often undersell what actually makes them valuable. When they focus on trajectory, their experience starts to connect in a way that feels real and compelling.

So, if you don’t meet every requirement, apply anyway. Tell your story with honesty and confidence. Show how your skills translate and how you think.

Career growth isn’t about checking boxes. It’s about showing who you’re becoming and why that matters.

Let’s clear something up… good recruiting didn’t disappear.

It just got quieter.

In a market full of automation, ghosting, and checkbox hiring, it’s easy to forget what great recruiting actually looks like.

Here’s what I believe recruiting should be:

• Conversations, not checklists. Resumes are starting points, not verdicts. A real conversation reveals far more than a list of requirements ever will.
• Curiosity over assumptions. Instead of asking, “Why don’t they fit?” great recruiters ask, “Where could they fit?” That question changes everything.
• Advocacy over gatekeeping. When I see coachability, and growth, I speak up. Potential deserves a voice in the room, even if it doesn’t look perfect on paper.
• Feedback instead of silence. Silence erodes trust. Feedback builds it. Even when the answer is no.

I’ve scheduled interviews knowing the role wasn’t the right fit, because sometimes the right opportunity isn’t the one posted yet. Sometimes it’s the one that appears because someone took the time to truly see the candidate.

That’s how trust is built.
That’s how teams get stronger.
That’s how people stop feeling like transactions.

Culture isn’t a ping-pong table or a catchy mission statement.

It’s how people are treated when they’re vulnerable.
It’s how they’re spoken to when the answer isn’t immediately “yes.”
It’s whether they leave the process feeling respected, even without an offer.

Good recruiting is human.
It’s intentional.
And yes… it still exists.