Four years ago, I placed a top C#/.NET Engineer in Krakow - and lost my client in the process. At first, everything seemed ideal. The developer was perfect technically, Immediately Available And joined within 10 days of submission. The client was thrilled, and it felt like a win for everyone involved. But then their first day arrived, and everything began to unravel. The candidate clashed with the team's approach, Criticising the code quality, the tech stack, And even the team itself - demanding they were replaced. Within two months, the client dismissed the candidate and ended our partnership. This left the client frustrated and me reflecting on where it all went wrong. Looking back, I realised there were two clear red flags during the qualification process that I had chosen to ignore... The candidate admitted to getting frustrated when others disagreed with their views. They also mentioned frequent clashes with managers in previous roles. This wasn't qualified further at the time. These warnings were overlooked because the rest of their profile seemed perfect. That mistake cost the client valuable time and resources, and I lost their trust. Since then, I have made it a rule. Even if there is a one percent chance that something feels off it needs to be addressed. This principle has helped me build stronger partnerships and avoid mismatches entirely. Since then, I have contributed to €millions in billings and earned the trust of many clients. As agencies, we're paid well for our expertise and judgment it is our responsibility to get it right. The takeaway? Always qualify. Never overlook red flags. Have you ever overlooked a red flag during hiring? What did you learn from the experience? Share your thoughts in the comments.
Julie E.
4w
This is why I find it interesting when companies focus so hard on technical challenges. If you have experience in the field for a number of years, chances are, you know how to code. The hardest part is finding a person who is a great fit in terms of attitude. A lot of our job is not just writing code, it is handling clients needs. You can't just throw a tantrum over different opinions. A big ego is a red flag, regardless of how talented the person is at coding.
Hadi Tajallaei
1mo
You and all other recruiters use AI software to asses and rate resumes. You pick top 5 rated by AI reporting tool. Qualified candidates get dismissed with automated email just because their resume is not AST friendly or unlike top picks by AI don’t know how to trick the system to believe they are the best candidate. I would have ended my partnership too.
Brendan Lally
1mo
"gut" feeling often gets ignored
Mihailo Arnaut
1mo
Since I am going on lots of interviews lately, I can freely say that soft skills and open communication are something that is VERY underestimated, especially by tech people...
Software Engineer | .NET Full-Stack Developer | .NET Core | .NET | C# | Python | Flutter
1moWhile strong technical skills are essential for any role, it's equally important to evaluate a candidate's personality traits, such as adaptability, communication, and teamwork. These qualities ensure they can integrate seamlessly into the team, navigate challenges effectively, and contribute to a positive work environment. A well-rounded candidate with both technical expertise and a collaborative mindset often becomes a long-term asset to the organization.