Was Your Last Hire a Bad Hire? Why Emotional Intelligence Applies to Managers Too

We talk a lot in recruiting about emotional intelligence, how to read between the lines, assess candidates’ true motives, and determine whether someone’s a good personality and culture fit.

But here’s the part that rarely gets talked about:

Hiring managers need emotional intelligence as well.

 

 

The Hidden Fear Behind Hiring Decisions

 

Over the past year, I’ve worked with a wide range of engineering leaders, from Directors to VPs, and I’ve noticed something interesting.

You can usually tell when a manager is still haunted by their last bad hire.

They become overly cautious, overanalyzing every detail and eventually finding reasons to say “no.”

 

You’ll hear it in small comments like:

“They’ve got great technical experience, but they haven’t worked with this exact tool.”

“They seem strong, but they’ve only been in the role for two years.”

 

That’s not diligence, that’s fear disguised as thoroughness.

And the truth is, there’s no such thing as a perfect fit.

 

 

Perfection Isn’t the Goal…Progress Is

 

The best leaders, the ones that grow and win, don’t chase perfection.

They identify candidates who check most of the important boxes, then trust their ability to coach, mentor, and fill in the gaps.

Confidence in hiring doesn’t mean being reckless; it means knowing what matters most and having faith in your process, your people, and your recruiting partners.

 

 

Why Trust Matters Between Managers and Recruiters

 

My motto is simple: Quality over quantity.

You’re not going to see 10 résumés from me.

You’ll see 3 or 4, and they’ll all be strong, relevant, and well-vetted.

Because when you work with a recruiter who’s truly tapped into the market, you’re not paying for volume, you’re paying for clarity.

And that clarity helps you make confident hiring decisions instead of emotional ones.

 

 

Are You Emotionally Ready to Hire?

 

Before starting your next hiring process, take a step back and ask yourself:

Am I ready to make a decision?

Or am I still stuck in analysis mode from my last hiring experience?

If you need “the weekend to think about it,” that’s usually not a strategy; that’s hesitation. And hesitation can cost you great talent in this market.

 

 

5 Questions Every Manager Should Ask Themselves Before Deciding to Hire

 

1. Have I fully defined what success looks like in this role? Or am I waiting for someone to read my mind?
2. Am I hiring to fill a gap or to chase perfection?
3. Do I trust my recruiter and interview process enough to make a confident decision?
4. If the last hire failed, have I learned from it?
5. Am I ready to commit to developing this person once they’re hired, or am I expecting a plug-and-play solution?

 

 

Final Thought…

 

Hiring isn’t just a technical or operational process,…it’s an emotional one.

When you’ve been burned before, it’s easy to build walls of hesitation.

But growth doesn’t happen in comfort.

Whether you’re a recruiter, a hiring manager, or a leader of leaders, the key is the same:

Do your due diligence, trust your process, and when it’s time, pull the trigger.

When you work with our team recruitAbility , you’re partnering with true recruiting professionals, people who live and breathe this every single day. We’re in the trenches, building relationships, qualifying talent, and making sure both our clients and candidates are set up to win.

For us, it’s never just about filling a role or collecting a placement fee. It’s about connecting good talent with great leadership, and building teams that drive results, create impact, and win together.

If you’re ready to build a stronger, smarter team, one hire at a time, let’s talk. We’ll help you find the people who move your mission forward.