Hiring for experience means choosing candidates who’ve already done the job – ideally in your industry, at a similar level, with a proven track record.

✅ The Benefits

• Quicker ramp-up time – They know the ropes.
• Lower training investment – Less time needed for onboarding.
• Predictable performance – You’ve seen them do it before.
  

⚠️ The Risks

• Less adaptability – They may stick to old ways of working.
• Higher salary expectations – Experience comes at a premium.
• Not always growth-oriented – Some seasoned candidates may not be as hungry or driven in new environments.

What Does It Mean to Hire for Potential?

Hiring for potential focuses on a candidate’s ability to learn, adapt, and grow – even if they don’t have direct experience yet.

✅ The Benefits

• Fresh energy and ideas – Especially valuable in evolving industries.
• Culture contribution – You can shape them to fit your business.
• Loyalty and retention – Candidates given a growth opportunity often stay longer.

⚠️ The Risks

• Longer onboarding – They’ll need support and guidance early on.
• Uncertainty – You’re betting on growth, not proven performance.
• Initial productivity dip – It may take time before they fully deliver ROI.

So… How Do You Decide?

Here are 5 practical questions to guide your hiring decision:

1. What stage is your business in?

• If you’re in rapid growth mode or need to scale quickly, experience might win.
• If you’re building long-term capacity or looking for future leaders, hire for potential.

2. How urgent is the hire?

• Need someone to hit the ground running? Prioritise experience.
• Have time to coach and develop someone? Potential can pay off more.

3. How complex is the role?

• Technical or regulated roles often demand experience.
• Creative, strategic, or people-focused roles can benefit from potential and diverse thinking.

4. Do you have the right support structure?

• Hiring for potential only works if you can provide mentoring, training, and feedback.
• No internal support? It’s risky to hire someone without experience.

5. What’s your company culture like?

• High-performing teams often need fresh thinkers to avoid echo chambers.
• Tight-knit teams with minimal turnover may value reliability over experimentation.

The Hybrid Option: Experience + Growth Mindset

Spoiler: it’s not always either/or.

Some of the best hires bring enough experience to deliver results, and the growth mindset to adapt and evolve with your business.

What to look for:

• Curiosity and learning drive
• Examples of past adaptability
• Ambition to step into more responsibility over time

These are often the real predictors of success – not just job titles on a CV.

Final Thoughts: Make It a Strategic Choice, Not an Emotional One

Whether you’re hiring your next Sales Lead or scaling up your ops team, the key is to hire intentionally, not reactively.

✅ Use structured interviews.
✅ Define must-haves vs nice-to-haves.
✅ Align with your long-term business goals.

And if you’re unsure, TalentVine’s network of expert recruiters can help you define your needs, and find the right fit, faster.

Want help choosing between a seasoned pro or a rising star?

Post your role on TalentVine, set a wide salary range and let recruiters present you with candidates along the high experience & high salary range, compared to the lower salary vs high potential range.