Redefining Fit: How the 70% Hire Builds Better Teams

If your job posting reads like a wish list for a unicorn, you’re not alone. But in today’s market — especially in high-demand industries like defense and engineering — waiting for a candidate who meets 100% of your job description could mean waiting forever.

It’s time to rethink perfection. Let’s talk about the 70% Hire Strategy — and why it might just be your smartest recruiting move this year.

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Why 100% Is Holding You Back

Job descriptions are often overloaded with every possible skill, tool, and technology — from legacy systems to future-state buzzwords. But IRL:

• The candidate who meets 100% of the requirements is likely already employed… and expensive.

• Many great candidates won’t even apply if they don’t meet all the criteria.

• A 100% hire leaves no room for development — they’re maxed out on day one.

“If they’re already doing the job, where do they grow? Where’s the incentive to stay?”

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The 70% Rule Widens the Field

Recruiting to 70% of the job description widens your talent pool — and your options.

• It forces your team to get real about what matters: “What’s the core 70% we actually need now?”

• You gain flexibility to match the right person to the right priorities, not just a checklist.

• You allow space for non-traditional candidates with massive potential.

“When you recruit for 70%, you gain 100% clarity on what matters.”

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Budget-Friendly + Growth-Smart

Here’s where it gets even better: hiring at 70% doesn’t just give you talent — it gives you budget and growth runway.

• You avoid paying top dollar for a fully developed candidate.

• You create space for raises and promotions based on actual contribution.

• You align cost with capacity — and reward development over time.

“You don’t have to pay 100% of the salary band for someone still growing into the role.”

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Build the 30% They’re Missing — On Purpose

The best part of hiring for 70%? You can strategically develop the other 30%.

• Train them in the tech or tools your team is adopting next.

• Stretch them into leadership or other systems integration roles.

• Shape them to complement your team, not replicate it.

“A great team isn’t made of 10 people who all bring the same 100%. It’s made of people who each bring 70% — and evolve into something even better.”

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Final Thought:

Stop waiting for the perfect candidate. Start building them.
Hire smart, hire wide, and leave room for growth.

At Engenium, we’re not saying you should skip writing a detailed job description.
We’re saying it shouldn’t be a checklist that every candidate has to tick 100% of to be considered.

We help hiring teams:

• Define the true core of the role — the critical 70%

• Identify high-potential talent who can grow into the rest

• Build hiring strategies that balance skill, value, and runway

Let’s talk about how to align your job descriptions with the workforce you actually want to build — today, and tomorrow.  Contact Engenium now! 

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