10 Years’ Experience… or 1 Year Repeated 10 Times?
Why our partner PerformHire + HireAce Reveal What Traditional Hiring Misses
Hiring managers often fall into the comfortable trap of believing that more years automatically equals more capability. You’ll know the line well: “Must have ten years’ experience… But scratch the surface and this requirement collapses quickly.
Why ten? Why not nine? Or seven? Is it really impossible for someone with five years to outperform someone with fifteen?
Traditional hiring measures time served, not value created.
It piles up “responsibilities” and “must haves” into job descriptions that look complete but tell us almost nothing about whether the person can actually deliver the outcomes the business needs. As I’ve argued before, most job descriptions are task lists masquerading as selection tools and they fail at predicting success because they ignore what truly matters.
Experience can compound or it can just repeat.
Two candidates can both claim “10 years of experience.” Yet one may have grown, stretched, delivered increasingly difficult outcomes and gained the scar tissue along the way, while the other has simply lived the same year ten times in a row.
One has depth. The other has duration. Only one will meaningfully shift the dial for your organisation.
This is exactly where PerformHire + HireAce change the game.
PerformHire reframes hiring around outcomes: what success in the role looks like, what must be delivered and how performance will be measured. Instead of guessing at potential through years and skills, it evaluates candidates against the actual work they will be accountable for.
HireAce then operationalises this philosophy at scale using automation, structured data and performance-led analysis to cut through noise, challenge assumptions and illuminate the candidates who can do the job, not just talk about it.
Together, they expose whether a candidate’s experience is:
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Compounding: progressing, deepening, demonstrating increasing contribution
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Static: same responsibilities, same impact, same year repeated
The difference is stark and it’s invisible to traditional CV-driven hiring.
The shift hiring leaders need to make
When you build roles around real performance objectives rather than arbitrary skills and experiences, three things happen immediately:
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You widen your talent pool
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You reduce the risk of mis-hires
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You increase candidate quality across the board
Final thought
If you want to hire people who genuinely move your business forward, stop counting how long they’ve been somewhere. Start counting what they’ve actually delivered.
PerformHire + HireAce were built for this moment. To help you uncover capability that traditional hiring simply isn’t designed to see.
If you’re ready to shift from experience-based hiring to outcome-based hiring and can see what your traditional process has been missing Get in contact.
Let’s turn every hire into a performance win.
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