Why Top Performers Don’t Always Come from Direct Competitors

In my years of headhunting, I’ve had the opportunity to place some exceptional candidates, people who have gone on to become top performers and President Club's Award winners for my clients. But here’s the interesting part: many of these standout hires didn’t come from direct competitors.

For my cybersecurity clients, the preference is often to hire from within the same industry. Given the complexity of solutions and the need to engage with high-level decision-makers like CISOs, this approach seems logical. It reduces the learning curve and ensures the candidate knows how to sell into a cybersecurity context.

However, one of my clients, a VP of APJ of a leading US cybersecurity company, took a different approach, and the results were truly impressive.

A Fresh Perspective on Hiring

This VP was open-minded from the start, which made all the difference. He believed that while industry knowledge is valuable, it wasn’t the most important factor. Instead, he valued candidates’ learning ability, inner drive, and attitude above their familiarity with the cybersecurity landscape.

So, rather than hiring a candidate from a direct competitor, we brought in someone from a different technology domain - an industry adjacent to cybersecurity but not directly in it. This candidate, someone I had placed before, had previously impressed me with her ability to pick up new sectors and thrive quickly.

During the interview process, when the hiring manager asked her about her understanding of cybersecurity solutions and how she would adapt, she didn’t give theoretical answers. Instead, she confidently said, “Give me five minutes, and I’ll prepare an elevator pitch for you on the company’s solutions so you can see my understanding in real time.”

And she nailed it.

Her ability to learn quickly and articulate her understanding in a short amount of time wasn’t just impressive. It was a clear demonstration of her adaptability and resourcefulness.

From Impressive Interview to Top Performer

Once she joined the company, I watched her thrive in her new role. She didn’t just settle for learning the basics. Within a single quarter, she had already established herself as a rising star. Some may call it beginner’s luck, but the foundation she built went far beyond short-term wins. She worked both hard and smart, developing a strong pipeline and laying the groundwork for long-term business success.

Three years later, she remains one of the company’s top performers. Her success story didn’t end after the initial excitement; she’s continued to grow her business and remains a key asset to the team.

The Lesson: Look Beyond Industry Experience

This experience taught me—and reaffirmed for my client—that top performers don’t always come from direct competitors. Yes, hiring from within the industry can be advantageous, but there’s so much more to consider when looking for exceptional talent.

Here’s why:

Learning Agility: Candidates who can quickly pick up complex solutions, regardless of industry, often outperform those who come with a predefined set of skills. The ability to adapt and learn on the go is a priceless asset.

Drive and Attitude: These two factors often outweigh industry experience. Candidates with a strong inner drive and a proactive attitude are more likely to push boundaries, exceed expectations, and become long-term assets to the company.

Fresh Perspectives: Hiring from outside the direct competitor pool brings in fresh perspectives. Someone from a different domain may approach challenges in new ways, unlocking creative solutions that might be overlooked by industry veterans.

Conclusion: Hire for Potential, Not Just Familiarity

While hiring from direct competitors can seem like the safest route, it’s not always the best strategy for finding top talent. The candidates with the greatest potential to drive your business forward may come from different industries, but they have the right qualities to succeed: learning agility, passion, and a winning attitude.

For my clients, including that forward-thinking VP of APJ, the results speak for themselves. This candidate remains a top performer, not because of her prior industry experience, but because of the qualities that truly set her apart.

So, the next time you’re hiring, consider broadening your scope. You might just find your next star performer where you least expect it.