The Hidden Standards of Hiring Managers

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Every tech hiring manager starts with the same line:

"We want a rockstar."

But let’s be real. Not every hiring manager actually wants (or can afford) one. Some want someone who can “do the job.” Others want a solid B+. And a few are genuinely hunting for that unicorn who’ll transform their business.

The problem? They’ll all say the same thing.

As a recruiter, this makes it tough. If you misinterpret their standards, you’ll waste time sourcing the wrong talent—and that helps no one.

So how do you cut through the noise and figure out their real standards?

It comes down to four key strategies.

1. What Are They Offering? The Package Speaks Louder Than Words.

The first—and most obvious—clue is in the compensation package.

If they’re asking for an “all-star,” but offering a role-player’s salary, the math doesn’t add up. Top talent knows their value. They aren’t signing up for below-market salaries, lackluster equity, or uninspiring perks.

Here’s the reality:

• If the juice isn’t worth the squeeze, true A-players won’t bite.

• And if the offer aligns with a mid-level hire, guess what? They’re not hiring LeBron. They’re hiring a solid starter.

It’s not just about salary, though. Look at equity, remote work flexibility, benefits, and perks. The entire package paints the picture.

Pro Tip: When a hiring manager tells you they want an all-star, ask:

• “What’s the top priority for this role?”

• “What do you consider competitive compensation for this position?”
  Their answers will give you insight into whether they’re serious or just dreaming.

2. Define "All-Star" (Because It’s Different for Everyone)

One person’s rockstar is another’s role player.

Let’s bring in a sports analogy:

• The best player on the Washington Wizards might be the team’s MVP.

• But that same player might not even start for the Denver Nuggets.

The same is true in hiring. A company with a lower talent bar might call a B+ player an “all-star.” On the flip side, at a top-tier tech company, even the best candidates might not make the cut.

So, what’s the trick? Understand their definition of success.

• What does an “all-star” look like to them?

• Is it someone who can innovate? Or simply someone who can execute consistently?

Ask direct questions:

• “Can you share examples of team members you’d consider top performers?”

• “What kind of impact are you expecting this person to make in the first 90 days?”

Their responses will reveal their bar for talent.

3. Check Their Hiring Track Record (LinkedIn Is Your Secret Weapon)

Actions speak louder than words.

If you want to understand what kind of talent a company hires, look at the talent they’ve already hired.

Pull up their LinkedIn and examine:

• The backgrounds of current team members.

• Their previous roles, titles, and companies.

• Where they went to school (if applicable).

This is one of the clearest barometers of what a company values.

For example:

• If their team is stacked with ex-FAANG engineers, they probably have a high bar.

• But if the majority of their hires are junior or mid-level, their “rockstar” might just mean a slightly above-average performer.

Understanding their hiring history is like reading a playbook—it gives you all the clues you need.

4. Shoot to Score: Test the Waters

At some point, you just have to take the shot.

It’s easy to get caught up in analysis paralysis. You want to send over the perfect candidate. But no matter how much research you do, there’s always a level of uncertainty.

The key? Be strategic, not reckless.

• Start with a few candidates you’re confident align with their stated standards.

• Gather feedback from the hiring manager.

• Adjust your approach based on what resonates (or doesn’t).

Think of it as iterating on a product:

• First, you test the MVP (minimum viable profiles).

• Then, refine based on real-world feedback.

This is not about “throwing spaghetti at the wall.” It’s about making informed guesses, learning, and adapting.

Final Thoughts: Set Expectations Early

Decoding a client’s standards is a skill that takes practice, patience, and a bit of detective work.

Remember:

• The offer will tell you what level of talent they can attract.

• Their definition of an all-star will tell you what they value.

• Their LinkedIn history will tell you the talent bar they’ve set.

And when in doubt? Shoot your shot and refine as you go.

Not every company can afford LeBron. And that’s okay. Your job is to connect them with the right player for their game.

I’m putting together a community for recruiters so we can level up our game together. Would love for you to be apart of it.

If you made it this far, you can register to sign up here.

Once we get to somewhere between 10-15 people, I’ll start reaching out to folks for sign up.