Every search has a candidate who wants the job more than anyone else. It is worth asking why.
Eagerness is attractive. After weeks of careful conversations with people who are “open to it”, a candidate who is clearly keen feels like relief. They respond fast, prepare thoroughly and say all the right things about the business. Hiring managers often take this as proof of commitment.
Want is not the same as fit
Sometimes that enthusiasm is exactly what it looks like. But in my experience it often has more to do with where they are than where they are going. A difficult boss, a restructure, a stalled career or simply wanting out can make almost any decent role look perfect.
That matters, because the reasons someone moves usually shape how long they stay. A person running away from something will often keep running. A person running towards something specific is far more likely to settle.
Park, don’t reject
I am not suggesting you rule keen candidates out. I am suggesting you slow down with them. Take the time to understand what they are leaving and why this role, in this business, is the answer rather than just an exit. Check the motivation as carefully as you check the track record.
Meanwhile, give proper attention to the candidate who is harder to win. The settled Sales Director who asks tough questions and needs persuading is often the one who has thought most clearly about whether your business is right for them.
Motivation is one of the things I assess through selection, alongside capability and fit. The best hires I have seen were rarely the ones who wanted it most. They were the ones who wanted it for the right reasons.