Image by Nicole Todd
After years of recruiting for large, matrixed organizations where employees collaborate across functions and regions, we’ve noticed a consistent pattern. While technical skills might land someone the job, they rarely determine whether that person thrives long-term. What truly sets candidates apart is how they operate in complex, fast-changing environments.
That’s why our interview process focuses on core behavioral traits we’ve found to be strong predictors of success. Here’s what we look for, and why it matters.
1. Driving self-directed execution
In complex roles, candidates need the ability to take initiative and keep things moving. We look for people who can work through ambiguity without getting stuck. They’re comfortable getting started even when the details are incomplete, and they know how to break down fuzzy goals into clear, actionable steps.
They also keep stakeholders informed without needing close oversight. And when something stalls, they don’t wait; they know when to keep going and when to raise a flag. This combination of independence and judgment keeps work momentum going, even when guidance is limited.
2. Taking proactive ownership
In fast-moving environments with shifting priorities, success often comes down to mindset. The people who thrive are those who treat problems as theirs to solve, even if they fall outside their job description. Rather than waiting to be asked, they build cross-functional relationships, seek out context, and stay curious. When something needs doing, they step in because they see the broader value in helping the team move forward.
3. Communicating with clarity and context
In cross-functional, global teams, misalignment can create major downstream issues. That’s why clear, contextual communication is essential. We look for people who tailor their communication style based on who they’re talking to and what the situation calls for, whether it’s explaining a project to a non-technical stakeholder or looping in a team across time zones.
They make sure their work connects to broader goals and that they identify conflicting priorities early, which helps prevent misalignment that can slow things down later.
4. Staying adaptable and resilient
Change is a constant in complex organizations, and success depends on being able to roll with it. We look for people who maintain focus and productivity even when priorities shift, plans change, or teams restructure.
Resilient candidates recover quickly from setbacks and keep a constructive mindset under pressure. They don’t rely on certainty and know how to move forward without it.
Looking for candidates with these traits?
We’ve spent over a decade helping enterprise teams hire professionals who have the right skills and the behaviors that lead to long-term success. Our screening process is designed to surface these traits early, so you meet candidates who are ready to thrive in real-world complexity.
Want to see what that looks like? Explore our recruiting and staffing services, or reach out to us. We’d love to help!