Who will you hire?

What To Do When You Have Two Excellent Candidates 🤔

It’s the hiring manager’s version of a “good problem”: you’ve run a solid process, checked all the boxes, and you’re down to the final two. Both candidates are skilled, both fit your culture, and you’d honestly be happy to see either of them join the team. The catch? You can only hire one.

Sounds like a dream, but it’s a real challenge. If you’re not careful, it can turn into a headache. So, how do you break the deadlock without just flipping a coin? Here’s how I approach it after 30 years in recruitment.

1. Revisit the “Why”

Before you get lost in the weeds, go back to basics. Why did you open this role in the first place? What’s the real business need right now—and what might it be in six or twelve months? Look at each candidate through that future-focused lens. Who’s going to help you solve tomorrow’s problems, not just today’s?

2. Beyond Culture Fit: Who Will Lift the Culture?

If both candidates “fit,” ask yourself: who will actually add to your culture? Who brings something new, who’ll challenge and inspire the team in a positive way? If you haven’t already, think about psychometric assessments or even just an honest conversation with your current crew, a lot of the time the best insight comes from the people already on the ground.

3. Change the Scenery

Step away from the boardroom. Invite each candidate for a coffee or a casual lunch with some of the team. See how they really interact, and get your team’s take. Just be mindful, if your process is already dragging, don’t risk losing both by stretching it out too long.

4. Try a “Sideways” Interview

Sometimes, the best insights come when you’re not sitting across a table. Go for a walk, play a game of pool, or just chat while doing something different. People drop their guard, and you’ll often see a more authentic side.

5. Dig Into References (and Unofficial Ones)

References can be a goldmine, if you ask the right questions. Go deeper than the basics. Ask about specific projects, challenges, and outcomes. And don’t be afraid to quietly check your own network for unofficial feedback. Sometimes, the best insights come from those off-the-record chats.

6. Review Your Notes

Go back over your notes, not just the summaries, but those scribbled questions and gut feelings from each stage. Anything you missed? Any concerns or highlights you’d forgotten?

7. Decide With Confidence

Once you’ve gathered all the info, trust yourself. Sometimes it comes down to gut feel, and that’s okay. When you make your decision, own it. Your team will take their cue from you. No second-guessing.

8. Look Beyond Your Team

If both would be assets, ask around the business. Is there another team that could benefit from your “silver medallist”? Sometimes you can find a win-win.

9. Get a Fresh Perspective

If you’re really stuck, ask for a second opinion from someone outside your immediate circle; maybe another leader, or even your recruiter (that’s what we’re here for). A fresh set of eyes can make all the difference.

10. Communicate, Communicate, Communicate

Keep both candidates in the loop. Don’t let indecision drag the process out and risk losing them both. And when you do make your choice, let the runner-up down gently, with real feedback and respect. They’ve invested time and hope, don’t forget that.

Final Thoughts

Having two great candidates is a fantastic problem to have, but it’s still a problem that needs solving. Make your decision with care, empathy, and confidence. Always remembering, every interaction is a reflection of your brand.

If you ever need an unbiased opinion or a sounding board, reach out. At The Talent Initiative, I’ve helped businesses navigate these tough choices for decades. Sometimes, all it takes is a fresh perspective.

Want a hand with your next hiring challenge? Let’s chat. I’m always up for a coffee and a bit of problem-solving.