I sent an application online. I was contacted by a gentle interviewer from an external recruiting company. The interview was very cordial and friendly, but despite the description of my CV, I was informed that the company was looking for someone with experience in using a CAD software.
Let me get straight to the point: you messed up. It’s as simple as that. You had in your hand someone with a solid background, with a good knowledge of the fundamentals of biomaterials, fluid dynamics, and anatomy, with proven and tested cognitive skills above 97% of the population, with enthusiasm, resilience acquired from his past ordeals, a brand-new cultural background for the company, and what did you do? You made a ball out of him, threw him into the toilet, and flushed. Why? Because choosing someone with experience is safe.
RealHeart? More like RealCowardice! You hide behind your name, implying boldness and innovation, but when it comes down to it, you’re too afraid to take a real chance.
And if you don’t have the vision to understand why you made a mistake, let me simplify it for you with something you can understand: money. You, taxpayers, pay for the education of individuals like me. If you companies keep scoffing at our backgrounds and force us to leave your country, you are going to throw away that money. Money that could be used both to improve your company and let the individuals give taxes back to your government.
It’s the same mistake so many companies make, over and over, afraid to take a chance on new talent, terrified of even a sliver of uncertainty. And you know what? It’s short-sighted. It’s lazy. It’s a decision that speaks more to a lack of vision than it does to any understanding of potential. You say you want innovation, growth, fresh ideas—yet you keep running back to the same tired playbook. You hire someone who’s already had their chance to prove themselves in the field, instead of someone who’s burning to make a mark, to give you everything they’ve got. This isn’t just disappointing; it’s a waste. A waste of potential. A waste of opportunity. A waste of what could have been.
Now, let me tell you why that decision matters—why the next time, you should look beyond what’s safe. Hiring a junior candidate isn’t just a roll of the dice. It’s an investment. It’s choosing someone who’s hungry, who’s eager to prove themselves, who hasn’t yet been molded into the rigid ways of past employers. It’s betting on growth, on adaptability, on someone who will give everything they have because they know they’re fighting for their chance.
The value of a junior hire doesn’t just lie in what they know today—it’s in how much they’re willing to learn, how much they’re willing to grow alongside your company. It’s the potential to bring fresh energy into your team, to challenge the status quo, to come up with solutions that an experienced candidate, stuck in old habits, would never even consider.
Sure, it’s easier to choose someone who checks every box right now. But true visionaries, true leaders—they’re the ones who take a chance. They’re the ones who recognize that in a junior hire, they have the chance to build something new, something different, something better. They don’t just look at where a candidate is today—they see where they could be tomorrow, with the right support, the right mentorship, the right opportunity.
So next time, don’t just look at the years on a résumé. Look at the fire, the drive, the potential for growth. That’s where you’ll find your future leaders, the ones who will take your company further than you ever imagined. And if you don’t have the courage to make that choice, well, you’ll just keep getting exactly what you’ve always gotten.
