Amber Martinez, the brand president and operating partner of JEM Wellness Brands, Crunch Fitness, shares tips on hiring for the right reasons.
When we talk about building an exceptional team, we tend to focus on who we want, but let’s be real, too often we’re looking at the wrong things. We fixate on resumes, polished interviews and the ability to say all the right words in all the right ways. But let me ask you this: How many times have you hired someone who crushed the interview, checked all the “qualified” boxes and then flopped?
It happens. A lot. Because too many recruiters, hiring managers and even well-meaning operators are hiring for the interview, not the job. They’re picking the candidate who sounds like they just finished a “How to Nail an Interview” masterclass, rather than someone who will actually show up, contribute and thrive in their role.
So, let’s flip the script. Before we even start hiring, we need to ask ourselves: What does the right team member actually look like? And no, I’m not talking about physicality — I’m talking about the real stuff: attributes, behaviors, mindset, etc.
At JEM, we don’t just want people who are qualified on paper, we want people who are qualified in practice. People who have the mindset, resilience and drive to do the work, not just talk about it. They should add real value to the team, not just deliver a stellar performance in the interview process.
And here’s the kicker: We need to be the right fit for them, too. Recruiting isn’t just about filling a position, it’s about finding alignment between what we need and what they want. If we get this right, we build teams that not only perform but stay, grow and succeed beyond what they ever thought possible.
So how do we get there? Here are three critical shifts that will take your hiring process from a box-checking exercise to a people-first, performance-driven strategy.
1. Hire for Attributes First, Skills Second
You can teach skills. You cannot teach attitude, resilience or work ethic.
Too many hiring managers obsess over experience and credentials, when the reality is that competence can be trained but character is ingrained. I’ve seen trainers with decades of experience struggle because they didn’t have the energy or connection skills to inspire members. Meanwhile, I’ve seen raw, hungry talent with zero prior industry experience rise to greatness because they had the mindset, adaptability, and coachability to win.
So instead of just asking, “Do they have the experience?,” ask:
- Do they have a strong work ethic?
- Are they adaptable and open to learning?
- Do they take ownership and accountability?
- Are they genuinely excited about what we do?
These attributes will tell you more about their long-term success in your organization than any resume bullet point ever could.
2. Stop Hiring for the Interview – Hire for the Work
A great interview doesn’t mean a great hire. Some candidates are professional interviewers — they’ve read the right books, studied the right responses and can dazzle you for an hour without actually having the ability — or desire — to execute when it matters.
Instead of focusing on whether they can talk a big game, focus on whether they can play it.
How?
- Put them in real situations. Role-play a challenging scenario and see how they think through it.
- Ask for real examples. “Tell me about a time you solved a problem at work” is a cliché interview question, and you’ll get a scripted answer. Instead, try: “If you were in X situation here, how would you handle it?”
- “What’s one work challenge that frustrated you, and how did you overcome it?”
- Look for depth, not just polish – Are they just saying what you want to hear, or do they bring real insights and enthusiasm to the conversation?
If all they can do is talk a great game, that’s a red flag. You need thinkers and doers, not performers.
3. Make It About Them, Too
Recruiting isn’t just about finding someone who’s right for us — it’s about being right for them. A one-sided hiring process leads to quick burnout, high turnover and disengaged employees who never fully buy into the mission.
The best hires aren’t just looking for a job, they’re looking for a place where they can grow, contribute and do their best work.
Ask yourself, “Why would the right candidate choose us?”
- Do we offer real growth opportunities?
- Do we have a culture that challenges, develops, and supports them?
- Are we transparent about expectations, workload, and success metrics?
Be upfront. If your culture is fast-paced and performance-driven, tell them. If you need someone who thrives in an autonomous environment, be clear about it. You don’t want to hire someone who’s excited for the wrong reasons. They’ll either disengage or leave the second reality sets in.
Final Thoughts: Recruit Smarter, Lead Better
If we want to build exceptional teams, we have to start hiring for the right reasons. It’s not about finding the most polished candidate or the person with the longest resume — it’s about finding the right person with the right mindset, attributes, and drive to thrive in your culture.
That means getting real about what we’re looking for, shifting away from hiring for the sake of hiring, and ensuring that we create a workplace that people don’t just join — they stay and grow in. So next time you sit down to hire, don’t just listen to the words they say. Look at the person behind them. That’s where the real magic happens.
