My best hire didn’t check a single box.

It all started with a conversation at an event.

I ran into someone I know who said:

“There’s someone you have to interview.”

I asked, “What’s his background?”

He said, “Humanities.”

(At that point, I had to stop myself from raising an eyebrow.)

I gently said:

“Listen, I manage an industrial company.

We usually hire engineers or business graduates for roles like this,

not liberal arts majors.”

But he insisted.

So I scheduled a meeting.

Out of politeness.

And maybe because something about the recommendation made me curious enough to say yes.

At the very first meeting, I told him straight:

“I honestly don’t see the fit.”

(Maybe I wasn’t all that polite. I hope he doesn’t remember.)

But… he didn’t flinch.

He listened. He responded.

He asked smart questions. He clarified. He illuminated.

And slowly, instead of seeing a mismatch,

I started to see… potential.

We met again.

I pushed him harder.

Raised even more concerns.

Laid out a salary that was clearly below what he could hope for.

And still he wanted it.

Not out of desperation.

Not to prove something.

He just believed it was the right place for him to grow and contribute.

I sent him to my boss.

The interview ended with:

“I see why you’re excited, but this is really out there.”

I asked, “Is it my decision, or are you vetoing it?”

He said, “It’s your call. Just know, it’s highly unusual.”

I hired him.

And today?

He’s a senior manager. One of the best we have.

Leadership Tip:

If you’re hiring and aiming for excellence,

don’t settle for candidates who just fit the job description.

Try writing a role profile that reflects what you actually need

not just degrees or past titles,

but real capabilities and potential.

Look for people who align with where you’re going,

not just where you are.

Sometimes,

those who have the seed of excellence

won’t fit the mold your organization expects—

they break it.

And that’s exactly why they shine.