In recruitment, there is often an expectation that candidates can be compared and neatly ranked. A client may ask: “Who’s your top candidate?” or “Which one is better?”
But the truth is: the very best candidates are often unrankable.
Why some talent can’t be ranked
CVs, test scores, and interview feedback provide structure — but brilliance often lies in qualities that can’t be quantified. Consider:
A finance professional who not only delivers accurate reporting, but also mentors junior colleagues and strengthens the culture.
A tech specialist who may not have every tool listed on the job spec, but brings curiosity and problem-solving that future-proofs the organisation.
A project leader who doesn’t just manage deadlines but unites people across silos, creating momentum where others stall.
How do you rank these contributions against one another? Each is brilliant in a different way.
Recruitment is context-driven
When choosing between candidates, the question is rarely “Who’s objectively better?” but rather “Who is the right fit for this team, at this moment?”
For example:
A start-up scaling rapidly may prioritise agility and entrepreneurial mindset over formal processes.
An established bank may need someone who can navigate regulatory frameworks with precision.
A pharma company entering a new market may need cultural intelligence and cross-border experience more than pure technical depth.
The “best” candidate is defined by context, not by ranking.
Why hiring the ‘unrankable’ matters
Some of the most impactful hires come from recognising brilliance that doesn’t fit neatly into boxes. These professionals often:
Challenge assumptions and bring fresh perspectives.
Drive innovation through diverse thinking.
Elevate teams not just with skills, but with empathy and leadership.
One of our Swiss clients once hesitated to hire a candidate because their CV didn’t perfectly match the checklist. After deeper discussion, it became clear the candidate’s unique mix of stakeholder management and digital curiosity would fill a gap the company hadn’t yet identified. They were hired — and later became instrumental in launching a major transformation project.
The recruiter’s role
At Swisslinx, we see our role as more than matchmakers. We are translators of brilliance. Our job is to help clients look beyond “rankings” and see the unique qualities each candidate can bring to their business.
By doing so, we not only help companies secure outstanding talent — we also empower professionals to find environments where their brilliance is valued.
Final thought
The best candidates aren’t always number one on a list. They’re often the unrankable but brilliant professionals who make the biggest impact when matched with the right context.
Recruitment isn’t about ranking CVs. It’s about recognising brilliance in all its forms — and placing it where it can truly thrive.
Key Takeaways
The best candidates can’t always be ranked — brilliance often lies beyond checklists.
Context defines the “right” hire: what works for a start-up may differ from a global bank.
Unrankable candidates bring fresh thinking, diversity, and transformational impact.
Recruiters play a vital role in translating brilliance into the right organisational fit.
