Experience verses potential: Which hire is right for you?

Written by Richard McFarland, Associate Director at VANRATH (Senior HR Recruitment Specialist) Specialising in the appointment of CPO's HRD's, Heads of, HR Manager's and Business Partner's.

The age-old hiring dilemma: do you go for the seasoned professional who’s been there, done that, and got the LinkedIn endorsements to prove it? Or do you take a chance on the fresh-faced candidate with raw talent, big ideas, and zero baggage from "how things have always been done"?

Well, unfortunately, there’s no one-size-fits-all answer.

BUT we can break it down to help you figure out what's best for YOU and YOUR business.

The Case for Experience

Hiring someone with years of experience is like buying a used car with a full service history—you know what you’re getting. There’s comfort in that. An experienced professional has already made (and learned from) their rookie mistakes on someone else’s watch. They bring industry knowledge, established skills, and can usually hit the ground running with minimal hand-holding.

Pros:

• They require less training and onboarding.
• They bring tried-and-tested expertise.
• They can mentor junior team members.
• They (should) be more self-sufficient.

Cons:

• They might be stuck in their ways. ("Back in my day, we did things differently!")
• Higher salary expectations.
• (Sometimes) Less flexibility in adapting to new methods or technologies.

Example:

A company hiring for a senior project manager role probably doesn’t want to roll the dice on someone with potential. They need someone who can juggle multiple deadlines, deal with tricky clients, and keep projects moving now—not in six months once they’ve figured out the ropes.

The Case for Potential

Potential is exciting. It’s hiring with a long-term investment mindset. A candidate with high potential might not have the experience, but they have ambition, curiosity, and an eagerness to learn that can often outperform years of rigid experience.

Pros:

• They’re adaptable and willing to learn.
• They bring fresh perspectives and creativity.
• They’re often more tech-savvy and up to date with new trends.
• Lower salary expectations (at least initially).

Cons:

• More training and development needed.
• Can take longer to become fully productive.
• No guarantee they’ll live up to the potential you saw.

Example:

A fast-growing tech start-up might value potential over experience because they need innovation, adaptability, and people who can grow with the company. Hiring someone who wants to prove themselves can sometimes bring more value than someone who’s just coasting on their past wins.

So, Which One Wins?

It depends on the role, the company, and what you need right now. Some positions demand experience. Others benefit from a fresh perspective and a willingness to learn. The trick is knowing when to prioritise each.

If you need results ASAP? Go for experience.
If you’re building for the future? Invest in potential.
If you want balance? Hire a mix—an experienced pro to lead and a high-potential candidate to develop.

Finding the right balance between experience and potential isn’t easy. That’s where an experienced recruitment consultant can help to cut through the noise and find candidates who actually fit—not just on paper, but in real working environments.

Whether you need an industry veteran to steady the ship or a rising star ready to shake things up, we can help connect you with the right talent.

Visit syncni.com/company/vanrath for more Views, Tech Trailblazers, interviews and career opportunities.