Stop ONLY hiring extroverts.
Why?
👀 Quick story for you:
I was torn between two candidates.
Equal skills on paper. Equal drive.
🙋♀️PERSON 1
One dazzled in the interview.
💁♀️PERSON 2
One was more reserved.
Who do you hire?
My execs ALL wanted person 1.
The smooth talker who presented well.
✋🛑
Not me.
I wanted person 2.
The quiet high performer.
My strategy for the decision:
(Who proved to be my BEST hire that year)
👇
1️⃣ Career journey
Think about how they got here:
Smooth talker → Natural advantages
Quiet performer → Uphill battle
The quiet performer?
They have to overcome their:
“Lack of interview presence”
2️⃣ Performance reality check
The quiet candidate likely had to:
→ Consistently overdeliver
→ Prove themselves time and time again
→ Outperform to overcome perception gaps
And if they make it to the same level?
They did it on results. Not charisma.
3️⃣ Hidden depth
If they’ve reached this stage without the gift of gab:
→ Their actual skills might be stronger
→ Likely a powerhouse behind the scenes
(This 100% turned out to be true)
4️⃣ Career progression
What % of the smooth talker’s success came from:
→ Acing interviews?
→ Negotiating in comp reviews?
→ Making great first impressions?
The quiet performer?
They earned it through raw output.
5️⃣ Team balance
Not everyone on your marketing team needs to be an extrovert.
Marketing needs diverse personalities:
→ Creatives who thrive in quiet
→ Analytical minds
→ Deep thinkers
📌 FRIENDLY REMINDER:
In marketing?
We’re drawn to extroverts.
The people who present well.
But this can be a trap.
Some of my best hires?
QUIET INTROVERTS.
🤫
They might not light up a room.
They will light up your performance 📈
Look beyond the surface.
Don’t get stuck in the “presents well” trap.
Your best marketers can be introverts.
Give people a chance ✌️
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