Haia Aaraj
Recruitment Consultant
Not every strong hire is immediately obvious from the CV.
In a recent search for a Senior Treasury Analyst in a private equity-backed business, one candidate created some hesitation early on. The concern was not about capability, but perception. Based on years of experience, the profile seemed slightly junior for the role. That was a fair first impression.
However, after spending time with the candidate, I saw something different. It was not just about what they had done, but how they thought, how clearly they communicated, and the level of ownership they were already looking to take. There was a maturity that did not come through in the timeline of their experience, which made us look beyond the initial judgment.
We encouraged the client to have an initial conversation and explore that potential in more detail. That meeting changed the perspective.
What the client experienced directly matched what we had seen from the start. Someone who could operate comfortably in a PE environment, bring clarity into discussions, and grow into the role quickly while adding value early on. Within 3 to 4 weeks, an offer was made.
It is a good reminder that the best fit is not always the most obvious when reviewing profiles. Experience matters, but so do trajectory, mindset, and how someone will operate within a specific environment. These are not always visible at first glance, but they often make the difference once you engage with someone directly.
That is where we add value. Not just by presenting candidates, but by understanding them properly and recognising when someone can step into a role, even if their background does not fully reflect it yet.
For clients, this means staying open to a perspective beyond what is written down. For candidates, it means having someone ensure that their potential is not overlooked too early.
Because sometimes the right hire only becomes clear once you meet them.
