A big part of building Birdeey has been listening to your insights.

Some have confirmed what we knew, and others have challenged our assumptions—pushing us to think deeper about retention and the real drivers of successful hiring decisions.

Here's one question that revealed a lot: What does 'hiring well' mean to you?

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How Leaders Define "Hiring Well"

Through our discovery surveys and conversations, here's how leaders most commonly defined hiring well:

✅ The new hire can do the job (skills and capability are there)

✅ The new hire fits the culture and the team

✅ The shortlist was high-quality

✅ The new hire stays long enough for the business to get ROI

✅ The process was fast and efficient, with no wasted time

✅ The hire enabled growth—helping the company scale, enter a market, or capture opportunities

When we asked leaders, more than 60% defined 'hiring well' as capability or culture fit.

👉 Only a handful mentioned whether the role was also right for the candidate.

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The Missing Piece: Two-Way Alignment

Here's what that tells us: most hiring processes are optimized to answer one question—"Is this person right for us?"

But successful, lasting hires require a second question to be answered with equal rigor: "Are we right for them?"

When you only evaluate one side of the equation, you increase the risk of mis-hires, early turnover, and disengaged employees who look good on paper but never fully commit.

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Why One-Sided Evaluation Fails

Think about what happens when hiring is only evaluated from the employer's perspective:

Capability without engagement - Someone has the skills but isn't motivated by the work, leading to mediocre performance and eventual departure.

Culture fit without career alignment - They get along with the team but the role doesn't advance their goals, so they leave when a better opportunity appears.

High-quality shortlist without transparency - Candidates look impressive but don't truly understand what they're signing up for, leading to disappointment after they start.

Fast process without depth - You fill the seat quickly but miss red flags or misalignment that surface later.

ROI focus without sustainability - You optimize for short-term productivity but ignore whether the person will stay and grow with you.

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What "Hiring Well" Should Actually Mean

Lasting retention only happens when alignment works both ways.

True hiring success means:

1. The Candidate Can Do the Job

They have the skills, experience, and capability to succeed in the role. This is table stakes—but it's not enough on its own.

2. The Candidate Fits Your Culture

Their work style, values, and communication approach align with how your team operates. Cultural misalignment creates friction that erodes performance over time.

3. The Role Fits the Candidate's Goals

This opportunity genuinely advances their career, aligns with their aspirations, and offers what they're looking for at this stage of their professional journey.

4. Expectations Are Aligned on Both Sides

Both parties clearly understand what success looks like, what challenges exist, and what the relationship will involve. No surprises, no disappointments.

5. The Hire Stays Long Enough to Create Value

Retention isn't just about tenure—it's about someone staying engaged, contributing meaningfully, and growing with your organization.

6. The Process Was Efficient and Respectful

Speed matters, but not at the expense of quality, transparency, or candidate experience. The best hires come from thoughtful processes, not rushed ones.

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The Retention Question

Here's the reality: lasting retention only happens when alignment works both ways.

You can hire someone with perfect credentials and excellent cultural fit, but if the role doesn't serve their goals or if expectations were misaligned from the start, they'll leave.

Research consistently shows that employees stay longer and perform better when:

• They feel their work has meaning and purpose
• The role aligns with their career trajectory
• Expectations match reality
• They feel valued and understood as individuals

These factors aren't about "perks" or "employer branding." They're about genuine alignment between what you offer and what the candidate needs.

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Rethinking Your Hiring Success Metrics

Before your next hire, ask yourself:

Are we only evaluating whether this person is right for us, or are we also evaluating whether we're right for them?

If you're not asking both questions with equal seriousness, you're optimizing for short-term fills rather than long-term success.

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The Birdeey Approach to Hiring Well

At Birdeey, we believe hiring well means creating alignment that benefits both parties.

Our process helps you:

• Evaluate capability and cultural fit thoroughly
• Articulate your opportunity in ways that help candidates self-assess fit
• Create transparency about what the role actually involves
• Ensure both sides enter the relationship with clear, aligned expectations

Because hiring well isn't just about finding someone who can do the job. It's about finding someone who can do the job, wants to do the job, and will thrive doing the job—for the long term.

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The Bottom Line

When you define "hiring well" as a one-sided evaluation, you're setting yourself up for turnover and disappointment.

When you define it as mutual alignment—where both the candidate and the company are right for each other—you create the foundation for lasting success.

What does 'hiring well' mean to you? 🤔