Hiring with Care Is Revolutionary
Why mission-driven orgs can’t afford to keep doing it the old way.
Every new hire shifts your organization’s culture.
Every interview process leaves an impression -on the people applying and the people already on your team.
So when people say “we’ll just figure it out” when it comes to hiring, I have to pause.
Because hiring isn’t neutral.
It either replicates harm or moves us closer to equity.
And too often, I see mission-driven organizations trying to do good in the world while relying on hiring practices that create confusion, mistrust, or burnout - for both candidates and staff.
We can do better.
The Mistakes I See Too Often
In my work as a talent strategist and sourcing consultant for grassroots and justice-centered orgs, here are a few patterns that get in the way of equitable, effective hiring:
Unclear timelines. Candidates left waiting for weeks without updates. Interview panels don’t know what’s next either. It creates unnecessary stress and erodes trust.
Salary games. "Commensurate with experience" doesn’t build trust. Neither does holding back budget details and expecting candidates to negotiate their worth.
Over-interviewing. Five or six rounds, unpaid assignments, stakeholder panels, and then… silence. If the process is exhausting your team and overwhelming candidates, it’s not doing what you think it is.
Vague success criteria. Too many orgs start hiring before they’ve clearly defined what success looks like in the role. That leads to moving goalposts, misalignment on the interview team, and confusion for candidates.
If any of that sounds familiar, you’re not alone. But it’s also fixable.
What Hiring with Care Looks Like
Hiring with care doesn’t mean rushing to make everyone comfortable. It means moving with intention, transparency, and a real understanding that your process is your culture in action.
Here’s what that looks like in practice:
Clear, transparent timelines. So everyone knows where they stand.
Real salary numbers. Your first offer should be your best offer. Let candidates focus on the work, not the negotiation.
Respecting people’s time. Be mindful of how many steps you're asking for - and why.
Following up. Even if it’s a “no.” Especially if it’s a “no.”
Clarity about what success looks like. Before you post the job, name the skills and qualities you’re actually hiring for and make sure your interview team is aligned on them.
Hiring Is Not Admin Work. It Is the Work.
If you’re in a hiring season, it might feel like one more thing on your list. But the truth is:
Hiring is some of the most strategic, culture-shaping work you’ll ever do.
It’s how you build the future of your team.
It’s how you show your values in action, not just in theory.
So take a beat.
And ask yourself: Are we hiring in a way that reflects the values we claim to hold?
If the answer is “not yet,” that’s where I come in.
I support mission-driven orgs, especially those without in-house recruiters to hire with more clarity, care, and alignment.
Because Hiring with Care is Revolutionary.
And we don’t have to keep replicating harm in the name of impact.
Want help designing a more intentional hiring process?
Let’s talk. I offer strategic sourcing support, recruitment process design, and training for hiring teams.
