Hiring a Stretch Candidate

There’s a reason why companies hesitate when it comes to hiring a stretch candidate—someone who doesn’t check every box on paper but has the skills and potential to grow into the role. A stretch candidate might lack a specific job title or direct experience in a particular industry, but they possess transferable skills, strong problem-solving abilities, and the adaptability to excel. The unknown brings risk. But as any skilled recruiter knows, risk often leads to the greatest rewards.

We recently placed a candidate who didn’t have the traditional executive assistant background that most clients assume is necessary. Their resume didn’t scream ‘executive assistant’—no prior EA title, no direct experience supporting a C-suite leader. But we saw something different: a record of managing high-level projects, routine communication with key stakeholders and executives, strategic problem-solving, and intuition for anticipating needs. The job title wasn’t there, but the core skills were.

The question was, would our client take the chance?

When we see potential in a candidate who doesn’t fit the typical mold for these roles but has the capabilities, we take a strategic approach to assessing them. First, we send them our initial screening questions via email. This helps us evaluate a few key things: Are they quick to respond? Do they have strong communication skills? Can they provide answers that feel authentic rather than AI-generated? These questions also give the candidate a chance to directly highlight how their experience and skills align with that specific role.

If they do well in this step, we schedule an interview. We use carefully crafted interview questions to assess specific qualities and characteristics in candidates. But when evaluating outliers, we dig deeper to confirm if their resume accurately reflects their experience. If it does, we discuss internally how best to present them to the client. Not every client sees the value in or is open to consider hiring a stretch candidate—it can feel risky, especially when they’ve invested in a placement service.

Why a Stretch Candidate Feels Risky

We get it—a stretch candidate can feel like stepping into the unknown. There’s comfort in hiring someone with a resume that perfectly aligns with expectations. It reduces the perceived risk. But if we only hired based on what’s on paper, we’d miss out on some of the best talent out there. And that’s speaking from experience. Some of our most successful placement candidates have been stretch candidates.

Hiring for potential isn’t about wishful thinking—it’s about recognizing transferable skills, assessing adaptability, and putting the right support systems in place to set them up for success. That’s why we coach our placements after hiring—we provide ongoing support, ensuring both the candidate and the client have a strong foundation for long-term success.

Why Employers Should Take the Chance

For employers, hiring a stretch candidate isn’t about taking a blind risk—it’s about investing in potential. Candidates who come from slightly different backgrounds often bring fresh perspectives, strong adaptability, and a hunger to prove themselves. Some of the best hires aren’t the ones who perfectly match the job description but the ones who rise to the challenge and exceed expectations.

Stretch candidates often have a strong work ethic and a drive to prove themselves. They are adaptable, fast learners, and highly motivated to succeed. By looking beyond titles and focusing on transferable skills, adaptability, and long-term growth, employers can discover untapped talent that transforms their business.

Advice for Stretch Candidates—Turn Potential into Opportunity

Being a stretch candidate isn’t a limitation—it’s an opportunity to showcase your unique strengths and future potential, turning an interview into a chance to stand out as someone ready to grow with the company. Here’s how:

1. Acknowledge the Gap (But Reframe It Positively)

Be upfront about the areas where your experience may not align perfectly. This builds trust and shows self-awareness. Instead of glossing over it, frame it as a strength and learning opportunity:

“While I haven’t held the EA title before, I’ve been managing executive-level tasks, coordinating schedules, and overseeing projects that required high-level organization. I’m confident I can translate those skills into this role and grow into the responsibilities quickly.”

Employers respect candidates who acknowledge their gaps while demonstrating a proactive mindset for overcoming them.

2. Highlight Your Transferable Skills

It’s important to remember that when hiring a stretch candidate, employers care more about what you can do than what your previous job titles were. Use specific examples to demonstrate how your past experiences have prepared you for the role, even if they don’t match the job description exactly.

• Project Management: Did you coordinate timelines, track deliverables, or ensure the smooth execution of projects? These skills translate directly to executive support.
• Stakeholder Communication: If you’ve worked closely with leadership or managed client relationships, highlight your ability to communicate effectively at an executive level.
• Problem-Solving: Employers value candidates who can anticipate needs and troubleshoot issues before they escalate. Share an example of how you took the initiative to solve a challenge in your previous role.

3. Show Your Growth Mindset

Companies don’t just hire for what you bring today—they hire for who you can become. Demonstrate that you’re someone who embraces challenges, learns from setbacks, and seeks opportunities to grow.

“In my last role, I took it upon myself to streamline internal processes, even though it wasn’t part of my job description. I love identifying ways to increase efficiency and add value wherever I can.”

This signals to employers that you’re adaptable, eager to learn, and committed to growth.

4. Leverage the Interview to Stand Out

Your resume may not check every box, but the interview is your chance to prove why you are the right fit. Showcase your problem-solving ability, adaptability, and enthusiasm for the role.

• Do your research: Understand the company’s mission, culture, and pain points so you can align your answers with what they truly need.
• Ask insightful questions: Show genuine interest in how you can contribute and grow within the organization.
• Demonstrate confidence: Employers want to hire people who believe in their own potential—if you see yourself thriving in the role, help them see it too.

5. Strengthen Your Resume to Reflect Your Potential

Your resume might not have the perfect job titles, but you can still present your experience in a way that aligns with the role:

• Use a summary statement at the top that highlights your relevant skills and career aspirations.
• Structure job descriptions around key achievements rather than just responsibilities.
• Include a skills section that highlights competencies like executive support, project management, and strategic problem-solving.

If possible, tailor your resume to each job posting, using keywords from the job description to show clear alignment.

The Bottom Line

Hiring a stretch candidate can feel like a risk, but when done thoughtfully, it’s often a bet that pays off. The best hires aren’t always the most obvious ones—they’re the ones who bring potential, adaptability, and a drive to grow.

And if you’re a stretch candidate yourself, don’t shy away from applying. The right employer will see beyond the bullet points and recognize what you bring to the table, not just what’s on your resume. By showcasing your strengths, reframing your experience, and confidently presenting your value, you can turn a potential risk into a clear win—for both you and the employer.