What If ‘Almost Perfect’ Is Perfect for Your Team?

You’ve read the resume. Impressive.

References? Glowing.

Interview? Smooth, confident, possibly a perfect cultural fit.

You’re this close to making the offer. But something’s holding you back.

Maybe it’s that one missing certification. Or they haven’t worked in your exact industry. Or they didn’t use the exact software your team uses.

We get it. Hiring the wrong person can have long-term, expensive consequences. You want to get it right. But here’s the reality that most hiring managers don’t love hearing: the “perfect” candidate? They probably don’t exist. And that’s not a bad thing.

Stop looking for Unicorns

Hiring isn’t about finding perfection; it’s about fit. Still, many hiring managers fall into the trap of chasing the mythical “ideal” candidate: someone who checks every box, fits neatly into the budget, and can start next week. The reality? That candidate rarely exists. And holding out for them often means missing out on someone who could be a strong, long-term contributor.

That’s not to dismiss the extensive time and effort invested in developing a successful hiring strategy. Most leaders do their best to involve the right stakeholders, define the must-haves, and run a tight process. A clear job description is essential, but chasing perfection leads to missed opportunities. The truth is, “close enough” is often more than good enough—especially when you know what really matters.

“The real cost of chasing perfection is anything but trivial. Hiring a new employee typically costs 1.5 to 3 times their annual salary when you account for recruitment, onboarding, training, and lost productivity. And if that hire doesn’t work out? Turnover can cost up to 200% of their salary. Holding out for the ‘perfect’ candidate isn’t just impractical—it can be a very expensive mistake.”

— Seann Richardson, Partner, Ascentria Search Partners

4 Things That Make Your “Close Enough” Candidate the Right Candidate

1. Decide What’s a Deal Breaker—and What’s Just Nice to Have

Not every skill or experience is weighted equally. But too often, job descriptions read like a wish list. If you expect a candidate to bring everything but the kitchen sink, you’ll end up with a long hiring cycle and an empty seat.

Start by clearly defining your must-haves versus your nice-to-haves. Is that MBA really critical? Does the candidate need five years in your exact niche, or would strong results in a similar space do the trick?

Being intentional about priorities keeps the process focused and helps you avoid passing over great talent because they missed one bullet point.

2. Think Transferable, Not Identical

Hiring someone from the exact same industry might feel safe, but safe doesn’t always mean smart. Candidates with diverse backgrounds often bring broader perspectives, fresh ideas, and the adaptability your team needs.

Let’s say you're in SaaS. Sure, your top candidate hasn’t sold your specific solution, but they’ve crushed quota selling subscription-based products. That shows they understand long sales cycles, client retention, and recurring revenue. That’s gold.

This shift in mindset is already taking place across industries. LinkedIn data shows a 14.2% increase in job postings without degree requirements from 2021 to 2024. Many employers, including IBM and Accenture, are breaking the “paper ceiling” and prioritizing skills over credentials.

3. Spot the Potential, Not Just the Pedigree

Technical skills are critical, but they’re not the whole picture. Soft skills like communication, resilience, emotional intelligence, and how someone navigates feedback? Those are often the real differentiators.

Can they learn fast? Are they coachable? Do they connect well with others?

A recent New York Post article found that employers are increasingly prioritizing soft skills like communication, adaptability, and emotional intelligence—traits that are harder to train but highly predictive of long-term success.

The best hires aren’t always the ones with the flashiest resumes; they’re the ones who grow quickly, mesh with your culture, and adapt when things shift (and let’s be honest—they always shift).

4. Character Counts

Skills and experience matter, but don’t underestimate the importance of good old-fashioned character.

Look for signs of grit, initiative, and integrity. The “up-and-comer” hungry to prove themselves may outperform the seasoned pro who's coasting on past success.

And when you find someone ready to roll up their sleeves, work with the team, and grow with the company, even if their title or background isn’t exactly what you had in mind? That's a second look.

Stop Waiting for the Unicorn

Hiring isn’t about ticking boxes. It’s about identifying the potential that aligns with your goals—even if it’s not packaged exactly as you imagined.

So the next time you’re tempted to pass on a candidate who’s “almost perfect,” pause. Ask yourself: Are they capable? Are they adaptable? Do they bring something valuable, even if it looks slightly different from what was expected?

If the answer’s yes, don’t wait for the unicorn. You just found your next top performer.

And If You’re Unsure…

That's where a seasoned recruiter can make all the difference.

Even with the right mindset, identifying these high-potential, non-obvious candidates isn’t always easy. Recruiters look beyond surface-level resumes. They understand what matters to your business, know how to assess soft skills and culture fit, and help you focus on what really drives success. They can flag the “almost perfect” candidate you might have overlooked and save you time, money, and missed opportunities in the process.

We’ve seen time and again that the “almost” candidates often become the best hires. Because when you know what to look for, close enough isn’t just good enough. It’s strategic.