Because your next top performer won’t always look perfect on paper.

Introduction

Most hiring mistakes happen before the interview even begins.

We fixate on the wrong things, years of experience, brand-name companies, shiny credentials, and overlook the one that matters most:

Can this person succeed in the role, in your business, with your team, right now?

That’s the difference between hiring based on resumes and hiring based on roles.

Hiring for resumes fills seats.
Hiring for roles drives outcomes.

Here’s how to do it right.

Why Resumes Are a False Filter

Resumes tell you where someone has been, not how they think, work, or solve problems.

Relying too heavily on resumes:

• Misses high-potential candidates who didn’t have the “right” job titles
• Overvalues experience that may not translate to your environment
• Encourages surface-level hiring (“They worked at Google, so they must be good”)
• Creates hiring bias based on status, not skill

If you want to build a strong, scalable team, you need to evaluate for fit, function, and future, not just background.

The Shift: From Resume-Based Hiring to Role-Based Hiring

Hiring for roles means getting crystal clear on what success in the job actually looks like, then finding someone who can deliver that, regardless of how their resume reads.

It’s about performance, not pedigree.

Step 1: Define Success for the Role

Before you post a job or screen a single resume, ask:

• What are the top 3–5 outcomes this role is responsible for?
• What results must they deliver in the first 90 or 180 days?
• What does “great” look like in this role?

Example:

For a marketing manager, don’t say “3–5 years of experience in B2B SaaS.”
Instead, say:
“In 90 days, we expect a working lead-generation funnel that brings in 20 qualified leads per month.”

Outcome-based hiring attracts doers, not posers.

Step 2: Identify Skills, Not Just Job Titles

Job titles vary wildly across companies. What matters is what they actually did.

Break the role down into skills:

• Technical: What do they need to know how to do? (e.g., write copy, use HubSpot, run A/B tests)
• Functional: What problems will they need to solve?
• Interpersonal: Who will they work with, and how?
• Cultural: What behaviors and values matter in your team?

✅ Tip: Use real examples of situations the role will face to identify needed skills.

Step 3: Design the Hiring Process Around the Role

Resumes can still help you spot potential, but don’t stop there.

Structure your process to test real-world role performance:

• Work sample tests – Give a task similar to what they’d do on the job
• Problem-solving scenarios – Ask how they’d approach a real challenge you’ve faced
• Role-specific interviews – Focus less on “walk me through your resume” and more on “walk me through how you'd fix X”

You’ll see who thinks like the role requires, not just who talks like a professional candidate.

Step 4: Value Potential and Adaptability

In fast-growing teams, yesterday’s experience doesn’t guarantee tomorrow’s success.

Look for:

• People who learn fast and stay curious
• Candidates who’ve worn multiple hats before
• Those who ask thoughtful questions about your business and challenges
• Signs of grit, not just polish

🧠 Remember: Someone with 5 years of experience may have repeated the same year five times.

Step 5: Align for the Long Game

Hiring for roles also means hiring people who can grow with the company, not just fill a gap today.

Ask:

• What trajectory does this role lead to?
• What kinds of people thrive in our environment long term?
• Can this person level up as the company grows, or will they top out quickly?

✅ Look for alignment between their aspirations and your opportunities.

Final Thought: Hire Builders, Not Box-Checkers

Resumes are summaries, not predictors.
Job titles are labels, not proof.

When you hire for roles, you:

• Get clearer on what you actually need
• Attract sharper candidates who want to solve problems, not just collect paychecks
• Build a team based on fit and function, not flash

So stop looking for the “perfect” resume.
Start looking for the right person to do the job, and grow with it.

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