Stop Settling: Why “Almost Right” Hires Hurt Your Business

When hiring gets tough, it’s tempting to make compromises.

The role has been open for months, the team is stretched thin, and a candidate seems good enough. But here’s the reality: “almost right” hires often create bigger problems than leaving the role unfilled a little longer.

At Stone Hendricks, we work with companies every day that face this pressure. And we’ve seen the ripple effects that happen when businesses settle for less-than-ideal fits. The short-term relief rarely outweighs the long-term costs.

Productivity Suffers

An “almost right” hire may check some boxes but struggle in areas that matter most. That gap puts extra strain on managers and teammates, who often end up compensating for missing skills. Over time, performance issues can slow projects, drag down morale, and frustrate clients.

Turnover Becomes Inevitable

When someone isn’t truly aligned with the role or company, they rarely stick around. Whether they leave on their own or the organization has to make a tough call, turnover costs time, money, and momentum. In fact, replacing a bad hire often costs more than waiting for the right one.

Culture Takes a Hit

One wrong fit doesn’t just impact performance — it can erode culture. If a new hire doesn’t mesh with your team’s values or ways of working, it creates friction that spreads quickly. Strong candidates notice when a team feels off, making it harder to attract future talent.

The Opportunity Cost Is High

Every “almost right” hire takes a seat that could have gone to someone who was right. By settling, businesses miss out on the innovation, energy, and growth that top performers bring. That’s not just a people problem — it’s a business problem.

The Bottom Line

Hiring isn’t about filling seats; it’s about building strong, sustainable teams. When you settle for “almost right,” you’re trading short-term relief for long-term risk.

At Stone Hendricks, we help businesses avoid that trap by connecting you with pre-vetted, high-quality candidates who are aligned with both the role and your culture.

Ready to stop settling and start hiring with confidence? Let’s connect.