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Why Define an Ideal Candidate Profile?

Hiring great talent starts with clarity. An Ideal Candidate Profile (ICP) helps us define the key skills, attributes, and outcomes required for success — before we start interviewing.

Why it matters:

  • Aligns stakeholders early

  • Focuses hiring on business outcomes, not just resumes

  • Speeds up decisions and reduces bias

  • Drives stronger performance and retention​​

The ICP isn’t about finding a “perfect” person — it’s about ensuring we all agree on what great looks like for this role, right now, in this business context.

Defining an Ideal Candidate Profile

Key Components of an Ideal Candidate Profile

Business Context

  • Why is this role open? (New role? Replacement? Business growth?)

  • How does this role impact team and business outcomes?

Must-Have Qualifications

  • Education / Certifications

  • Years / type of experience (industry, function-specific)

  • Technical skills / tools (proficiency levels required)

Core Competencies

  • Key behaviors required to succeed in the role & company culture:

    • Examples: Problem-solving, Collaboration, Resilience, Accountability, Leadership

Performance Outcomes

  • What should this person accomplish in the first 1-3-6-12 months?

  • How is success measured in this role?

Culture & Team Fit

  • Describe the team dynamic and leadership style

  • Highlight values and behaviors that drive team and company success

Nice-to-Have (Not Required)

  • Additional skills or experiences that would elevate a candidate

  • Consider diversity of thought, background, and experiences

Tips for Success

  • Partner with your recruiter early to co-create the profile

  • Keep the list of must-haves short and realistic

  • Prioritize competencies and outcomes over check-the-box experience

  • Be clear about where you are flexible (and not flexible)

  • Review the ICP with stakeholders before screening or interviewing any candidates*

*An important note for hiring managers: No one person sees the role from every angle. When we involve stakeholders who will work closely with this hire, we can capture insights about what soft skills, collaboration abilities, and practical experiences will really make someone successful. This leads to a more balanced, thoughtful profile—and better hiring outcomes.

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Questions? Contact us today!

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