The Hiring Trap: Too Many Candidates, Not Enough Decisions
How Smart Hiring Managers Get Stuck Reviewing Candidates Instead of Making Great Hires
One of the more interesting recruiting challenges is not finding candidates.
It’s helping hiring managers make a decision.
I have a client right now who likes to see a lot of candidates. The challenge is that what he likes in one candidate is often different from what he likes in the next one. So naturally, the response becomes:
“Let’s see more candidates.”
We reviewed the job description together.
We rescoped the role.
We aligned on priorities.
We adjusted compensation and background requirements.
Still… more candidates.
This happens all the time in hiring.
But honestly, this isn’t just a recruiting problem. It’s a modern life problem.
We live in a world with unlimited options.
Too many books to read.
Too many Netflix shows.
Too many productivity systems.
Too many shoes.
Too many LinkedIn opinions.
I can’t even buy shaving cream anymore without going down a 45-minute rabbit hole comparing ingredients, reviews, Reddit threads, and “top 10” lists.
At some point, you have to pick something.
Hiring works the same way.
The Best Hiring Managers Know When to Decide
A great hiring process is not about interviewing 27 people hoping the perfect human magically appears.
It’s about getting clear on:
What outcomes the role actually owns
What experience truly matters
What skills are trainable
What personality traits fit the culture
What “good enough to win” looks like
Then interview candidates who align with that criteria.
Not every great candidate has a perfect resume.
Some people interview better than they look on paper. Others have unconventional backgrounds but solve problems better than candidates with cleaner resumes.
If a candidate peaks your interest, talk with them.
Then give a thumbs up or thumbs down.
Move forward.
Too Many Options Creates Fake Progress
Reviewing endless resumes can feel productive.
Sometimes it’s not.
Sometimes it’s just decision avoidance disguised as thoroughness.
Meanwhile:
The best candidates get hired elsewhere
Teams stay understaffed
Work slows down
Internal stress increases
Hiring managers burn unnecessary cycles interviewing
The longer the process drags on, the harder the decision often becomes.
My Recommendation for Hiring Teams
In most cases, interview 3–5 strong candidates.
If nobody hits the mark:
Revisit the scorecard
Adjust the compensation
Re-evaluate the requirements
Clarify expectations internally
Then continue the search
But eventually, you need to make a decision.
No candidate will check every box.
And no amount of additional resumes will completely eliminate hiring risk.
A Question Beyond Hiring
This idea applies outside recruiting too.
What options are you sitting on today?
Too many business ideas?
Too many books?
Too many strategies?
Too many podcasts?
Too much analysis?
At some point, focus matters more than options.
Pick the path that best aligns with your criteria.
Move.
You can always adapt later.
But sitting still and endlessly reviewing options is rarely the strategy that creates momentum.
— Ben Martinez
Founder, Ramp Talent