A friend of mine—former CEO of a well-known APAC company - recently returned to Spain. With a track record of successful leadership, growth, and execution, he began exploring new career opportunities. The feedback he received?
❌ “You’re overqualified.”
❌ “You might get bored.”
❌ “You’ll probably want too much money.”
❌ “You could be a threat to the team.”
Let’s pause here.
If someone applies, they’ve already assessed the role, scope, compensation, and expectations. They've said yes.
That’s consent, not confusion.
So why are experienced professionals regularly turned away without even a conversation?
The Hidden Cost of Ego-Driven Hiring
At UnitiQ, we’ve seen it repeatedly: highly qualified candidates are dismissed just based on their LinkedIn or CV—before any real dialogue happens. This isn’t caution. It’s a missed opportunity.
The cost of ego-driven hiring doesn’t show up in your monthly metrics. It’s hidden in goals you never hit, products you never built, and advantages you never gained.
- In sales or business development, you may never close the deal you could’ve won.
- In technical teams, you fail to close critical capability gaps.
- Across the board, you lose the momentum that exceptional talent brings.
If a company consistently avoids hiring strong individuals, it doesn't become safer—it becomes average. Average talent. Average output. Average results.
Why the Best Leaders Hire People Better Than Themselves
True leadership isn’t about being the smartest person in the room. It’s about building a room full of smart people and trusting them to shine.
Hiring someone more senior isn’t a threat—it’s leverage:
- Accelerate team performance
- Fill knowledge or skill gaps
- Raise the bar on quality and execution
- Deliver better results—faster
Leaders who hire well aren’t afraid of being outshined. They’re focused on outcomes, not status. They know that empowering strong talent is how you grow a team, a department, and a business.
A Manager’s Responsibility Is to Outcomes—Not Ego Protection
Leadership means aligning teams toward mutual goals and working side-by-side to serve customers, create value, and gain a competitive edge.
Yet many hiring decisions are driven by fear:
- “What if they outshine me?”
- “What if they leave in a year?”
- “What will my team think?”
But ask yourself: what if they transform your department?
What if they’re exactly the catalyst your company needs right now?
What to Do When a Senior Candidate Applies for a Mid-Level Role
If you’re a hiring manager and a highly experienced candidate applies for a smaller role, don’t assume. Start a conversation.
Here’s what you might discover:
- They’re shifting out of the high-pressure C-suite life.
- They want to focus on something they truly enjoy.
- They’re ready to share knowledge while enjoying better balance.
- They admire your product, culture, or mission and want to contribute.
And if you’re a candidate in that position, help hiring teams understand your motivations. In your cover letter, in your CV, and in your interviews, clearly express:
- Why this role is the right fit now
- What excites you about the team or company
- Why you're committed to impact, not just title
Hire for Impact, Not for Comfort
Companies don’t win by hiring for safety. They win by hiring for potential, performance, and partnership.
And that requires courage.
So, ask yourself:
Are you building a high-performing team—or just protecting your ego?
Smart leadership is knowing that strength in others doesn't diminish your value. It multiplies it.