When building high-performing teams, employers often face a tough decision: hire someone with years of experience or take a chance on a candidate with high potential but less time in the field. There’s no one-size-fits-all answer—but understanding the long-term impact of each approach can help your company make smarter hiring decisions.
Both strategies have advantages. Experienced professionals bring proven skills and can often hit the ground running. On the other hand, candidates with strong potential tend to bring fresh perspectives, adaptability, and long-term growth capacity. The key is knowing when to lean into one strategy over the other and how to evaluate talent effectively.
According to a 2023 LinkedIn Talent Insights report, 79% of hiring managers say potential is the most important factor when hiring—even more than direct experience. This shift is especially prevalent in fast-changing industries where new tools and approaches regularly emerge.
That said, hiring solely for potential carries risks. Candidates who lack role-specific experience may require more onboarding and mentorship. If you don’t have the internal resources to support development, this strategy could delay productivity or even increase turnover. A 2024 Gallup study found that employees who feel unsupported in skill development are 2.5 times more likely to leave their roles within a year.
Here’s how to approach the potential vs. experience question with intention:
Should You Hire For Potential or Experience?
When to Hire for Experience
Sometimes, you need someone who can deliver results from day one. If your team is facing a critical deadline, launching a new product, or recovering from a leadership gap, hiring for experience is the right move. Seasoned professionals bring immediate value with little ramp-up time, especially when they’ve faced—and solved—similar challenges before.
This approach is especially important for roles that demand niche technical skills or specific certifications. Whether you’re entering a new market, upgrading compliance standards, or implementing specialized systems, experienced candidates reduce risk and accelerate execution.
When speed, precision, and proven results matter most, prioritize professionals already in the trenches. If you want to attract top industry talent, positioning your company as a destination for high performers will help you secure experienced candidates who are ready to lead.
When To Hire for Potential
Hiring for potential is a smart strategy when your company thinks long-term. If you have a strong leadership team that is willing and able to mentor new talent, you’re in a great position to develop high-potential candidates into future leaders. These hires may not have every qualification on paper, but they bring curiosity, adaptability, and a strong desire to grow.
This approach also makes sense when the role itself is expected to evolve. If the position will expand with new responsibilities or shift in scope over time, a flexible, growth-oriented hire may be a better fit than someone narrowly focused on their current skill set. In many cases, these individuals will grow with your business and bring fresh ideas.
Finally, if your organization values culture fit and internal promotion, hiring for potential supports that vision. Candidates who align with your mission and demonstrate initiative can become strong contributors and loyal team members. Investing in early-career talent pipeline is one of the best ways to strengthen your workforce from within.
By balancing hiring for experience when the moment demands it and hiring for potential when building for the future, you position your company for sustained success. CPS can help you evaluate both sides of the equation and find candidates ready to contribute now and grow into leadership roles.
The Right Partner Helps You Strike the Balance
CPS, Inc helps clients evaluate candidates on more than just resumes. Our recruiters work closely with you to understand role requirements, cultural fit, and future needs, presenting only the candidates who align with your vision. Whether you’re hiring for today or building for tomorrow, we’ll help you find the right fit.
Looking to sharpen your hiring strategy? Contact CPS today. Let’s build your next great hire—together.
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