I have a confession that might sound unconventional, particularly in the structured world of high-growth tech: I am, fundamentally, a vibe hirer.

Those in my team at ProfitPeak have likely experienced this firsthand. They've walked out of the interview, perhaps with an almost immediate offer, thinking, "She’s a bit odd, isn’t she?". Before you decide I am completely crazy (a possibility I will not entirely deny), let me explain the rationale behind my approach:

I prefer to make the final hiring decision based on a strong gut feeling, an instinct about a person's core character and attitude, rather than relying solely on a meticulously structured framework.

The Unteachable Qualities

Why this focus on 'vibe'? It boils down to one simple, undeniable truth: it is incredibly difficult, if not impossible, to change a person’s attitude, their learning mindset, their inherent commitment, their drive, and their resilience. These qualities are the operating system of an individual; they are foundational.

On the other hand, it is much easier to share domain expertise, upskill a motivated person, and facilitate learning on the job. Technical skills, while essential, are often a feature set that can be updated. We can teach someone to use a new platform, master a financial model, or code in a different language. We cannot easily teach them grit, curiosity, or the desire to genuinely contribute.

Even for highly technical roles, where a checklist of hard skills seems non-negotiable, I believe that if you pick the right individual based on their 'vibe' and their proven approach to work, you will find they are not messing you around on the technical side either. A person with high professional integrity and a fierce commitment to learning will ensure their technical capabilities are always up to the mark.

Also read: The ProfitPeak Standard: High Agency, AI-First, and Aiming for IPO

Vibe Doesn’t Mean Blind Faith

Of course, letting instinct lead the way does not mean abandoning all structure. There is a necessary balance.

A gut feel hire only works when it is supported by clear expectations and a solid, comprehensive onboarding plan. These elements act as the guardrails, ensuring that a 'vibe-led' hire can truly hit the ground running, integrate smoothly, and deliver impact quickly. Gut feel does not mean a lack of accountability; it means we have selected someone we believe will internalise that accountability without being chased.

Crucially, some might worry that hiring for 'vibe' risks creating a homogenous team, promoting sameness and stifling the creative friction that comes from diverse perspectives. I strongly believe the opposite is true.

As a multi-cultural, ethnic minority, female founder, diversity is fundamental to my vision. My approach to hiring has, in fact, been instrumental in creating a rich, globally diverse workforce. Our team members hail from various geographies across Europe, Asia, India, and, of course, Australia. My instinctive trust in talent has meant giving significant opportunities to female leadership and embracing neurodiversity, tapping into brilliant minds that might otherwise be overlooked by a rigid, tick-box recruitment process.

The Ideal Vibe

Ultimately, the 'vibe' I am searching for is not about personality match; it is about shared values: integrity, a bias for action, and an unrelenting passion for building something exceptional. It is about assessing the hidden qualities that indicate someone is ready for the climb, the long-term commitment, and the hard work required to reach the summit.

So, what is your take? Have you made your very best hires by following that quiet, insistent inner voice, or do you stick religiously with structured frameworks and scorecards?