The Art of Recruiting the Right People

Because coffee is essential for survival, culture makes or breaks a business, and life… well, life always throws a few curveballs.

Recruiting isn’t about filling seats. It’s about shaping the future of the business. The people you bring in define the culture, the reputation, and the ability of the business to grow. Which means every hire is either a step forward… or a step back.

And let’s be honest: we’ve all had that one hire who looked fantastic on paper but turned out to be about as useful as a screen door on a submarine. That’s why the rule is simple: don’t just hire smart people — hire the right people. Experience in the industry can be the biggest setback when trying to move forward.

Culture is like Wi-Fi: you can’t always see it, but when it’s weak, everyone notices.

A company’s culture is the invisible framework that drives how people think, act, and treat clients. When someone aligns with that culture, they amplify it. When they don’t, they disrupt it.

The best hires see their career as an ongoing project, not a final product. They’re the ones who read, ask questions, seek feedback, and occasionally send you an article at 11pm because they’ve just discovered a new trend (you can curse them for the late-night email, but you’ll secretly admire it too).

A team made up of these kinds of people raises the bar for everyone else. Growth-minded people are contagious — in the best possible way.

The business world changes faster than the hairstyle choices of a teenager. If your team can’t adapt, you’ll be stuck playing catch-up.

The right people don’t just tolerate change — they lean into it. They’re the ones who suggest smarter ways of doing things, who aren’t afraid of new tech, and who look at disruption as a chance to get ahead. The wrong people, meanwhile, will still be clutching their flip phones while the rest of the industry moves online.

It’s like dating…

Recruiting is like dating — if you rush it, you’ll regret it. Filling a vacancy with the first available option usually ends in heartbreak (and possibly legal fees). Be intentional.

• Hire for values, not just skills. A great CV means nothing if the values don’t line up.
• Ask culture-driven questions. “Tell me about a time you chose long-term gain over a quick win.” If they stare blankly, you’ve got your answer.
• Look for curiosity. People who ask good questions in an interview are more likely to keep learning.
• Test resilience. Ask how they’ve handled failure or change. If they’ve “never failed,” either they’re lying, or they’ve been asleep for most of their career.
• Don’t rush. A short vacancy is less painful than a long-term mistake.

The right hire is like planting a tree: the benefits grow over time and provide shade for years to come. The wrong hire is more like planting a weed: it spreads quickly, chokes the good stuff, and takes forever to remove.

The impact of recruiting the right people shows up in team energy, client satisfaction, and business sustainability. And the impact of hiring the wrong ones? Let’s just say it’s the gift that keeps on giving — and not in a good way.