Hiring the right person starts long before the interviews—it begins with clarity on the job description and role requirements. Yet, many companies fall into the trap of using outdated, cookie-cutter job descriptions. Generic postings not only fail to capture the unique aspects of the role and company culture but also risk attracting candidates who might look good on paper but lack alignment with company values or long-term goals.
Defining the role effectively is an opportunity to set the stage. Think of it as a first impression—a chance to convey what makes the company unique, what success looks like in the position, and why this role is vital to the organization’s future. A thoughtful job description isn’t just about listing tasks; it’s about showing candidates why they’d thrive in the environment and how they’d contribute to something meaningful.
The key is to dig deeper than the immediate needs. Instead, focus on the bigger picture: How will this role evolve as the business grows? What skills and qualities will ensure the candidate not only fits today but becomes a driving force in the company’s future success? What competencies will drive success both now and in the future? What challenges will this opening help to solve?
A generic job description won’t have the same impact and results as one customized to the role and the company. Too many companies rely on outdated templates, or worse, copy-and-paste descriptions from other businesses that don’t truly reflect their culture or the unique needs of the role. This approach can make it harder to attract the right talent who aligns with company values and goals. Customizing the job description provides an opportunity to set the company apart from others in the industry. A well-crafted, specific description highlights what the job entails and paints a picture of why the company might be the best overall fit for a specific individual.
Defining a role clearly is critical to successful recruitment. Start by focusing on business outcomes, essential competencies, and long-term growth. Consider not only what the business needs today but also in the next several years. How will the company’s predicted future impact the needs of the role?
Start with Outcomes: What Results Will This Hire Drive?
Rather than listing tasks, define the impact this role will have on the business in the next 12 – 24 months. What projects will this hire drive, or be a major contributor towards? Will the candidate drive revenue, improve efficiency, or enhance collaboration? Defining measurable outcomes ensures hiring someone who can deliver real value, not just perform a checklist of duties.
Beyond the Job Description: Focus on Competencies, Culture Fit, & Soft Skills
While technical skills are important, they aren’t everything. Identifying the key competencies that will help the candidate succeed—adaptability, collaboration, and problem-solving, for example—is essential. Equally important is culture fit. A candidate’s values and work style should align with the team to ensure long-term success. Soft skills, like communication and leadership, often outweigh technical expertise.
In fact, a great team player with strong soft skills can often outperform a technically perfect but culturally misaligned hire.
Avoid “Unicorn Syndrome”: Balance Must-Haves and Nice-to-Haves
It’s easy to get carried away with the idea of a “perfect” candidate. However, chasing after a long list of desired qualifications can lead to endless searching and missed opportunities. Avoid “unicorn syndrome” by balancing must-haves with nice-to-haves. Identify the key competencies and experiences that are essential, but remain flexible on less critical requirements. This approach broadens the candidate pool while ensuring the search remains focused on the right people for the role.
Consider Role Evolution
In private equity or other high-growth environments, change is the only constant. Roles often evolve rapidly, and responsibilities during the first 6 to 12 months can look vastly different from what’s needed beyond Year 1. Thinking ahead is essential: How will the position develop over the next 12 to 24 months? What new challenges will arise, and how might the role need to adapt?
In these dynamic settings, hiring candidates who can evolve with the company is critical. Look for individuals who are not only skilled for the present but who can embrace growth, tackle complexity, and step into expanded responsibilities.
For example, in a newly acquired platform investment, the leadership team may initially focus on implementing systems, developing processes, and managing hands-on tasks to lay the foundation for scaling. As the company grows, whether through add-on acquisitions or de novo growth, the role’s focus may shift from tactical execution to strategic leadership—guiding the organization through its next phase of growth and innovation.
By anticipating the evolution of the role, candidates who are ready for today’s challenges and equipped to thrive in tomorrow’s opportunities can be discovered. In high-growth environments, adaptability isn’t just a nice-to-have; it’s a necessity.
When defining a role, start with clear business outcomes and measurable success. Focusing on competencies and culture fit, avoiding perfectionism, and considering how the role will evolve are key strategies. This thoughtful approach ensures hiring the right person for both today’s needs and tomorrow’s opportunities.
Taking the time to define the role clearly and thoughtfully is one of the most important steps in building a successful team. It’s not just about filling a vacancy—it’s about attracting the right person who can contribute to company growth, align with the culture, adapt as the role evolves, and drive measurable results. This approach ensures hiring the right person for both today’s needs and tomorrow’s opportunities.
