Best vs. Right: Choosing Your Next Hire
A client once told me they wanted to hire the “best” person for a role. They pictured someone with an impressive resume, big-name experience, and a track record that would make everyone sit up and take notice. On paper, that candidate was perfect. But as we dug deeper, it became clear they weren’t the right fit for the team, the stage the company was at, or the work that actually needed doing.
Hiring is rarely about finding the “best” person in isolation. It’s about finding the person who will succeed in your context. Someone who’s brilliant at a big, established company might struggle in a small, fast-moving team. A high-profile hire might unintentionally clash with your culture or slow things down.
The “right” candidate is often quieter on paper but hits the mark where it matters. They understand the role, they get your culture, and they have the potential to grow with the company.
Finding that person means thinking about:
Stage fit: Can they thrive where the company is today, not just where it might be next year?
Cultural fit: Will they work well with the team and align with the way things get done?
Role fit: Can they do the work that actually matters right now?
Potential: Can they adapt, learn, and grow as the company changes?
I’ve seen companies hire the “best” candidate on paper and spend months trying to make it work, losing time, energy, and sometimes even momentum. I’ve also seen teams hire the “right” person—someone who may not have the flashiest credentials—and watch them transform the team, the culture, and the business.
At Launchpad Advisors, we work with leadership teams to define what “right” really means for their organization. That way, every hiring decision moves the business forward, rather than just filling a title.
The lesson is simple: the “best” candidate looks impressive on paper, but the “right” candidate is the one who actually delivers results, fits with the team, and grows with your organization.
