The opinions expressed by the entrepreneurial contributors are their own.
key takeaways
- Resumes cannot reveal inspiration, values or cultural alignment-all of them run long-term success.
- The hesitation often hides fear. Acting with confidence and urgency creates speed.
- Relying on the instinct and taking opportunity on unconventional candidates can lead to an unexpected victory.
Entrepreneurs are always demanding scalable insight – the minor adjustments in the process or mindset that achieve results. They do not always come from significant investment or broad organizational overhaul. Sometimes, the most powerful changes are subtle. For me, there was a change in the way I approached to hire.
Related: Consideration of franchise ownership? Start now to find your personal list of franchises that match your lifestyle, interests and budget.
From skills to cultural fit
During the great resignation, everywhere business leaders faced unprecedented business and terrible competition for talent. This forced all of us to make a difficult look of how we recruit and maintain. For me, the challenge was not about moving very slowly or very quickly, it was about asking the correct question. Resumes only tell part of the story. I realized that to build the right team, I need to go deeply: understanding inspirations, values and how someone thinks through challenges.
The change in that mindset changed everything. Instead of searching for “the right candidate”, I started focusing on whether there was any Right to our culture and visionThe conversation was reduced to checking the box and actually more about the person beyond the table to know more. And the result? Strong fare, more engaged teams and a process that we want to lead in anago feel more aligned with it.
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Mentality shift
The first fare I made under this new mentality was a young professional who did not examine every traditional box. On paper, they were relatively inexperienced in our industry. But the energy and curiosity he brought into interview, he convinced me to take a chance. Within a year, they were leading a major project and giving results beyond expectations.
Another time, a recommended candidate had some resume gaps that stopped me earlier. Instead of hanging at intervals, I focused on cultural fit and development capacity. The person is now a member of a senior team, running innovation and advises others.
If I had waited for “perfect”, I could remember both.
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Impact
The effect went beyond filling open roles. Clear, more instinct recruitment opened doors to candidates who could otherwise be ignored. Some became an integral contributor, bringing new approaches and driving innovation. Even those who did not fit for a long time, provided clarity and helped refine our attitude to the creation of teams.
Resumes and job details scratch the surface only. In fact, to build a strong team, I had to go beyond skills and experience and focus on who the person is. What drives them? How do they think under pressure? Are their values align with us? Can they thrive in a culture that is about cooperation, accountability and further speed?
When I started asking those questions, the conversation moved. The interview became less about the qualification and more about shared vision. Instead of chasing perfection on paper, I started searching for those who will do Grow with usAnd take us forward. By digging deeply in the hiring process (beyond skill set), the organization received strong alignment and a team that actually fits our culture. This depth is invaluable to driving progress and confiscation of opportunities.
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Leadership text
Tech uve is simple for fellow trade leaders: hesitant is expensive. It can feel like caution, but often it is scared in disguise. In hiring (and in many areas of business), a lot of opportunities for fuel development can disappear in waiting for certainty. Leadership demands action. You will never have the right information and every decision will not give a correct result. But speed matters. With confidence and urgency, working on your best decision, often more valuable waiting for an ideal that is not present.
The small change that changes my approach was not adopting a new system or process. It requires risk for progress that was allowing itself to move forward rapidly, rely on my tendency and accept that progress. Once the fear disappeared, the results used to talk to themselves: strong teams, rapid growth and an outfit ready to seize opportunities in a better way.
For leaders, the lesson is clear: sometimes the most impressive step is not inventing a new wheel – this is just confidence to roll it forward.
key takeaways
- Resumes cannot reveal inspiration, values or cultural alignment-all of them run long-term success.
- The hesitation often hides fear. Acting with confidence and urgency creates speed.
- Relying on the instinct and taking opportunity on unconventional candidates can lead to an unexpected victory.
Entrepreneurs are always demanding scalable insight – the minor adjustments in the process or mindset that achieve results. They do not always come from significant investment or broad organizational overhaul. Sometimes, the most powerful changes are subtle. For me, there was a change in the way I approached to hire.
Related: Consideration of franchise ownership? Start now to find your personal list of franchises that match your lifestyle, interests and budget.
From skills to cultural fit
During the great resignation, everywhere business leaders faced unprecedented business and terrible competition for talent. This forced all of us to make a difficult look of how we recruit and maintain. For me, the challenge was not about moving very slowly or very quickly, it was about asking the correct question. Resumes only tell part of the story. I realized that to build the right team, I need to go deeply: understanding inspirations, values and how someone thinks through challenges.
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