Let’s be honest, hiring in 2025 is complicated!
You’re not just filling roles anymore-you’re trying to build future-proof teams, balance AI disruption, deliver DEI commitments, and somehow… still find that “perfect fit” candidate who ticks every box on the JD and won’t ghost after 3 rounds of interviews.
Here’s a reality check:
That perfect candidate probably doesn’t exist.
And even if they do, you’re likely competing with 20 other companies for them.
So, what now?
At SRA, we’re seeing something interesting across high-performing clients:
The best hires aren’t always 100%. They’re 80%-and they’re thriving.
What is an “80% Candidate”?
An 80% candidate doesn’t check off every single bullet point on your job description-but they check enough to matter.
They have:
- Core skills they can build from
- Relevant experience, even if not identical
- Strong communication and adaptability
- A curious, coachable mindset
- The ability to ramp quickly and grow into the rest
They might not know your exact CRM system, or come from your specific industry, or have the perfect degree. But give them a few weeks, and they’ll surprise you.
Because what they lack in “match,” they make up for in momentum.
The 100% Trap
Let’s look at what happens when you chase the mythical unicorn candidate:
- You end up delaying the hire by months
- Your current team gets overloaded while you search
- You risk losing really good candidates along the way
- And when you finally do hire… the “perfect” person might leave if they don’t feel challenged
And here’s the kicker:
According to a 2024 LinkedIn Talent Report, job listings with overly specific criteria receive 53% fewer qualified applicants. And roles that remain unfilled for more than 60 days? They cost companies an average of $21,000 in lost productivity.
That’s a lot of money and momentum gone-for a checklist.
Skill Can Be Taught. Drive Can’t.
In today’s world of constant change-AI tools, shifting market demands, new technologies every quarter-the skill that matters most isn’t in your tech stack.
It’s adaptability.
The 80% candidate is someone who thrives in change. They’ve pivoted before, learned new systems, worked across teams, taken smart risks. They’re not just looking for a job-they’re looking for growth.
And those are the hires who stick.
They ask better questions.
They evolve with your business.
And they’re often the ones who lead later on.
Real Talk: This is How Great Teams Are Built
You’d be surprised how many high-performers in your org started as “maybe” candidates. They didn’t tick all the boxes-but they had something. Energy. Curiosity. Agility.
At SRA, we work with teams across industries and see this story unfold over and over again:
“We weren’t sure at first… but six months in, they’re running the show.”
That’s the 80% magic.
And it doesn’t just help candidates.
It helps companies grow sustainably, without burning out teams while chasing perfect profiles.
What You Can Do Differently
Let’s talk strategy. If you’re still trying to find “the one,” here’s how to reframe:
1. Rewrite the Job Description
Focus less on years of experience and exact tools. Get clear on outcomes:
What will this person actually be doing 3 months in? 6 months in?
2. Look for Transferable Skills
If someone has led projects, learned tools quickly, and communicated well across functions-they’ll likely do fine, even if they come from another industry.
3. Train Your Interviewers
Bias creeps in fast. Teach hiring managers to spot potential, not just pedigree. Ask situational questions. Probe for learning moments.
4. Support the Hire, Post-Hire
Give that 80% hire a clear onboarding plan, internal buddy, and learning resources. If you invest in them, they’ll invest right back.
But Will They Stay?
Let’s address the elephant in the room:
Won’t someone who’s “underqualified” leave when they level up?
Not necessarily.
In fact, the 80% candidate is often more loyal because they remember the company that bet on them.
When people feel supported-not just hired and dropped into the deep end-they stay longer, perform better, and advocate harder.
Final Thought
Perfect on paper doesn’t always mean perfect in practice.
What you really want is someone who’s ready to grow with you-not just someone who already fits your mold.
So the next time you’re reviewing a stack of resumes, ask yourself:
- “Is this person coachable?”
- “Can they learn what’s missing?”
- “Would I want to work with them in a crisis?”
If the answer is yes, you just found your 80%.
And trust us that’s the one you want.
Want help building a pipeline of high-potential, high-performing talent?
Let’s talk. At SRA, we specialize in hiring that grows with you.
