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LinkedInยท2026-07-02ยท1 min read

๐—ง๐—ต๐—ฒ ๐—ฅ๐—ฒ๐˜€๐˜‚๐—บ๐—ฒ ๐—ช๐—ฎ๐˜€ ๐—ช๐—ฟ๐—ผ๐—ป๐—ด ๐—ณ๐—ผ๐—ฟ ๐˜๐—ต๐—ฒ ๐—ฅ๐—ผ๐—น๐—ฒ.

๐—ง๐—ต๐—ฒ ๐—ฅ๐—ฒ๐˜€๐˜‚๐—บ๐—ฒ ๐—ช๐—ฎ๐˜€ ๐—ช๐—ฟ๐—ผ๐—ป๐—ด ๐—ณ๐—ผ๐—ฟ ๐˜๐—ต๐—ฒ ๐—ฅ๐—ผ๐—น๐—ฒ.

๐—ง๐—ต๐—ฒ ๐—ฅ๐—ฒ๐˜€๐˜‚๐—บ๐—ฒ ๐—ช๐—ฎ๐˜€ ๐—ช๐—ฟ๐—ผ๐—ป๐—ด ๐—ณ๐—ผ๐—ฟ ๐˜๐—ต๐—ฒ ๐—ฅ๐—ผ๐—น๐—ฒ. No industry experience. No manufacturing background. A career spent entirely in IT. The executive across the table made that clear before the conversation even started.

On paper this was not the candidate.

But three hours over coffee had told a different story. The way he leaned forward when a problem came up. The napkin sketches that appeared before anyone asked for them. The passion in his voice when he talked about what better performance could actually mean for the people depending on the system. He was not describing a job. He was describing something he genuinely cared about.

That is not on a resume.

The executive had concerns and they were legitimate. Senior role. High stakes. The safe choice was someone whose background matched the job description line by line. That is how most hiring decisions get made, by matching what someone has done to what the role requires, and calling the closest match qualified.

But a resume is a record of the past. It tells you where someone has been. It says almost nothing about what they will do when the problem is hard, the pressure is real, and how they will rise when the challenge is new.

Character does not show up in a work history. Passion does not appear under skills. The willingness to care more than the job requires is never listed under qualifications.

Those things show up in a conversation. In the way someone talks about work they love. In the energy that surfaces when the problem gets interesting. In the small unrequested moments, a sketch on a napkin, a question that goes deeper than necessary, an answer that reveals someone who is not just capable but genuinely invested.

The best managers I learned from taught me something that took a long time to fully understand.

You do not limit hiring decisions to credentials alone. You hire character. You hire passion.

๐—ฌ๐—ผ๐˜‚ ๐—ฐ๐—ฎ๐—ป'๐˜ ๐˜๐—ฒ๐—ฎ๐—ฐ๐—ต ๐˜€๐—ผ๐—บ๐—ฒ๐—ผ๐—ป๐—ฒ ๐˜๐—ผ ๐—ด๐—ถ๐˜ƒ๐—ฒ ๐—ฎ ๐—ฑ๐—ฎ๐—บ๐—ป.

๐˜๐˜ง ๐˜ฉ๐˜ช๐˜ณ๐˜ช๐˜ฏ๐˜จ ๐˜ฅ๐˜ฆ๐˜ค๐˜ช๐˜ด๐˜ช๐˜ฐ๐˜ฏ๐˜ด ๐˜ญ๐˜ช๐˜ฌ๐˜ฆ ๐˜ต๐˜ฉ๐˜ช๐˜ด ๐˜ข๐˜ณ๐˜ฆ ๐˜ด๐˜ช๐˜ต๐˜ต๐˜ช๐˜ฏ๐˜จ ๐˜ฐ๐˜ฏ ๐˜บ๐˜ฐ๐˜ถ๐˜ณ ๐˜ฅ๐˜ฆ๐˜ด๐˜ฌ ๐˜ณ๐˜ช๐˜จ๐˜ฉ๐˜ต ๐˜ฏ๐˜ฐ๐˜ธ, ๐˜ ๐˜ข๐˜ฎ ๐˜ฉ๐˜ข๐˜ฑ๐˜ฑ๐˜บ ๐˜ต๐˜ฐ ๐˜ต๐˜ฉ๐˜ช๐˜ฏ๐˜ฌ ๐˜ต๐˜ฉ๐˜ณ๐˜ฐ๐˜ถ๐˜จ๐˜ฉ ๐˜ช๐˜ต ๐˜ธ๐˜ช๐˜ต๐˜ฉ ๐˜บ๐˜ฐ๐˜ถ. ๐˜•๐˜ฐ ๐˜ข๐˜จ๐˜ฆ๐˜ฏ๐˜ฅ๐˜ข. ๐˜‘๐˜ถ๐˜ด๐˜ต ๐˜ข ๐˜ค๐˜ฐ๐˜ฏ๐˜ท๐˜ฆ๐˜ณ๐˜ด๐˜ข๐˜ต๐˜ช๐˜ฐ๐˜ฏ. ๐˜ ๐˜ฐ๐˜ถ ๐˜ค๐˜ข๐˜ฏ ๐˜ง๐˜ช๐˜ฏ๐˜ฅ ๐˜ฎ๐˜ฆ ๐˜ข๐˜ต ๐˜ฅ๐˜ช๐˜ฆ๐˜ญ๐˜ฆ๐˜ค๐˜ฐ๐˜ฏ๐˜ด๐˜ถ๐˜ญ๐˜ต๐˜ช๐˜ฏ๐˜จ.๐˜ค๐˜ฐ๐˜ฎ.

JD

Joseph Diele

Executive Coach ยท Founder, Diele Consulting ยท Author of Sustainable Quality

35 years in tech โ€” from engineer to director to founder. Joe helps CEOs, CTOs, and VPs close the gap between technical expertise and people leadership.

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