Why you shouldn’t hire from competitors
✅ Faster ramp-up time
✅ Pre-existing market knowledge
✅ Familiarity with target personas
✅ Competitive insights
While these hires can offer early wins, an overreliance on this strategy can become counterproductive. Some companies spend months searching for the “perfect” candidate—someone who knows the product, space, and competitive landscape inside out.
During that time, valuable momentum is lost.
Top-performing candidates from outside the vertical often bring fresh thinking, adaptable skills, and proven sales acumen. In many cases, they’re hired, onboarded, and outperforming by the time the ideal competitor candidate even signs an offer.
Instead of focusing only on brand-name experience, hiring teams should prioritise:
🚀 Deal size and complexity
🎯 Personas and industries sold to
📈 Quota attainment consistency
🏆 Proven prospecting (PG) ability
🧠 Growth mindset and adaptability
Hiring from a competitor does not guarantee success. A broader lens can unlock talent with the potential to exceed expectations—and bring new energy to the team.
For hiring managers struggling to find the “perfect fit,” now may be the time to widen the search. The right talent could be hiding in plain sight—just outside the competition.
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