Hiring Revisited
Why in 2026 time poor, under pressure leaders need to rethink their hiring processes.
Lets consider AI first!
AI can write a better resume than most candidates. It can generate polished cover letters in seconds and prep someone to ace your interview questions with eerily perfect answers. Sending out selection criteria in advance - is not so effective nowadays. We’re in a new hiring era — one where surface-level confidence is easier to fake than ever.
If hiring feels like a gamble every time, it’s not your fault. It’s the process that’s broken. We need a process that blends data, human insight, and strategy.
The Problem
Most hiring decisions still begin with a vague job description, ineffective interviews that don’t reveal real insight, and time-poor leaders skipping essential steps like reference checks.
It’s often based on a a vibe or a gut feel, with the most important human questions left unasked.
But culture isn’t a vibe.
It’s built on behaviour, values, communication patterns, and alignment with leadership energy. Without understanding how someone actually operates — especially under pressure — you’re hiring blind. And this can be costly, not just in time and money but to your culture and your sanity.
Probation periods are there to help you, but using it to figure out if someone can a) do the job and b) fit with your team and your culture, is a massive waste of time and potentially risky.
Now, add AI to the mix? You’re no longer seeing the real person. You’re responding to their ability to write prompts for ChatGPT.
We need to cut through AI-generated CV’s. Sure, they might get someone to the interview — but without a well-oiled, human-led system to assess the real person, you’ll regret who walks through the door.
What Your Business Actually Needs
A way to define success beyond tasks and titles
A lens to see who fits how you work, not just what you do
Guardrails to move quickly, without risking misalignment
A human-first process that cuts through surface polish and reveals real potential
This is exactly why I have developed a hiring method that supports business owners and leaders to reduce the risk of a bad hire.
The Bold Hiring Method: Built for Real People
This Method was born from working with leaders who are purpose-driven and self-aware — but still found themselves hiring people who didn’t get it, drained their energy and created tension.
We weave together:
Behavioural profiling
Team dynamics insight
Leadership mapping
This is about:
Hiring with clarity (not pressure)
Making decisions based on fit, not just skills
Reducing churn with emotionally intelligent onboarding
Building teams that actually work — together
Yes, we should be taking advantage of AI — But not relying on it
AI makes parts of hiring more efficient. It can help craft role profiles, help with interview questions and streamline assessments.
But the real magic? That comes from humans.
From seeing how someone actually shows up. From understanding their patterns. From matching their energy to yours — not just their words to your job ad.
That’s the Bold difference.
Case Study: When Hiring Aligns With Culture
A business owner came to me looking to hire an Operations Manager — someone who could share their values, drive results, cut through noise, and hold people accountable with care. Their ideal hire needed to be the “eyes and ears,” allowing the owner to focus on the bigger vision.
Defining the Role
We co-created a profile based on non-negotiables, behavioural traits, and the kind of leadership support this 2iC would need to embody. We didnt just create a position description, we created a success profile.
Hiring Framework
We designed a screening and selection process that included must-haves (e.g., follow specific instructions) and red flags (e.g., low organisational skills or poor self-awareness). We mapped critical skills that had to be evident in the CV. A CV and cover letter are still the way an individual is initially seen.
Assessment
Each shortlisted candidate completed profiling that provided insight into their values, behaviour and natural working style. Not used to tick and flick but rather deeply understand a person’s approach under pressure. Eventually this information will help us onboard the successful candidate, in a way that is unique to them.
We created interview questions targeting key success areas of the role. Reference checks were tailored to those same traits.
Selection + Onboarding
Final candidates met key team members in a relaxed, informal setting to test for rapport and alignment. Once selected, we developed a tailored onboarding plan based on their learning and communication style and to integrate with the existing team’s dynamic.
Feedback at the 3-month mark:
“I’m so glad I leaned into your method, Anna — this is a game changer and completely takes the risk out of hiring for me.”
In 2026, we need systems that can see past the gloss and polish — and help the right people find the right businesses.
Ready? Lets talk!