One of the most common reasons technical roles stall mid-search?
Misalignment on what matters most.
At Paradigm Group, we work with hiring managers across Houston and beyond — and the one strategy that consistently saves time, improves candidate fit, and reduces hiring fatigue is deceptively simple:
👉 Build your non-negotiables list before you open the role.
Not during the first round of interviews.
Not after reviewing a dozen resumes.
Not when the final two candidates don’t quite check the same boxes.
Before.
Why This Works (Especially Right Now)
In a market full of uncertainty — delayed budgets, cautious hiring, flooded applicant pools — you don’t have time to waste chasing the wrong profiles.
A strong “must-have” framework helps you:
- Align internal stakeholders early
- Focus your recruiter or sourcing team
- Filter out mismatches faster
- Avoid costly back-and-forth or late-stage indecision
And perhaps most importantly: it protects candidate experience. Because nothing burns trust faster than inconsistent feedback or shifting expectations.
What to Define Before You Launch the Search
We share a simple checklist with our clients to clarify what’s really needed. Here’s a preview:
✅ Must-Haves
These are the non-negotiable capabilities or experiences required for success in the role.
Examples:
- Deep experience with Infor Syteline in a manufacturing environment
- Led at least one cloud migration project in the past 2 years
- Comfortable managing cross-functional teams in a hybrid model
🤔 Nice-to-Haves
Skills or background traits that would be beneficial, but not required.
Examples:
- PMP certification
- Exposure to supply chain logistics
- Prior consulting background
🧠 Culture & Communication Traits
These are often more important than the resume — but rarely defined up front.
Examples:
- Clear, proactive communicator who keeps cross-functional teams aligned
- Can operate with limited direction in a lean org
- Values transparency and team accountability
🚩 Red Flags
Things that signal a potential mismatch, even if the technical skills are there.
Examples:
- Prefers working in large, resource-heavy environments
- Avoids documentation or team collaboration
- Prior track record of short tenures without clear reason
Final Thought: Clarity Now Prevents Chaos Later
The best time to clarify expectations is before the resumes start rolling in.
The second-best time? Right now.
👋 Want the full checklist we use with our clients to define role fit and speed up hiring?
Email [email protected] or send me an InMail
By Jessica Werlinger | Paradigm Group