Does More Experience Make a Better Hire?

If the most experienced hire was always the best, why do so many people with years of experience in traditional delivery struggle when the environment changes? 

You’ve probably seen it happen. On paper, they look like the safest choice—long tenure, familiar with every process, confident in their approach. But in today’s environment, where priorities shift, operating models are hybrid, and governance is more flexible, those same habits can slow progress instead of driving it forward. 

This week on the PMO Strategies podcast, I’m challenging the old belief that “the more experience, the better the hire.” I share a hiring story from a PMO leader who kept meeting senior candidates who were deeply attached to the way they’d always done things. Some refused to work without strict documentation gates. Others hesitated when planning needed to iterate. Experience can be an asset, but without adaptability, it can hold a team back. 

I break down the strengths and risks of hiring senior talent, the benefits and gaps of junior and mid-level hires, and how to shift your hiring criteria to focus on mindset, learning agility, and clear communication. I also give you practical, scenario-based interview questions that reveal how someone thinks, not just what they’ve done. 

Why the Best Hire Isn’t Always the Most Experienced 

Experience has always been a hiring comfort zone. It feels safe to choose the person who’s been doing the work for decades—someone who knows the processes, the tools, and the “right” way to get things done. 

But years in traditional delivery environments can also create patterns that don’t fit today’s pace and complexity. When priorities shift weekly, governance needs to flex, and teams operate across mixed delivery models, sticking to the way it’s always been done can slow everything down. 

Here’s why adaptability often outperforms tenure: 

Openness over certainty. 
Those willing to question assumptions and try new approaches adjust faster when conditions change. 

Learning agility over habit. 
Curiosity and the ability to pick up new methods quickly keep work moving when priorities shift. 

Collaboration over silos. 
Strong relationship-builders can flex their style to work with different teams and stakeholders. 

Outcomes over process. 
A focus on delivering results, not just following a familiar method, ensures value even in uncertain environments. 
 

 
When Experience Becomes a Blind Spot 

That point became even clearer when I spoke with Debbie, a PMO leader who was building out her team and looking for senior-level project managers. She wanted people who could jump in, bring structure, and own delivery from day one. In her mind, seniority would buy her instant credibility and confidence. 

But what she got instead was resistance. Candidate after candidate spoke passionately about their love of methodology—yet bristled at the idea of adapting to a more modern, collaborative delivery approach. Some refused to operate without strict documentation gates. Others were visibly uncomfortable with iterative planning. 

As Debbie put it, “It was like they were so focused on the process that they forgot the point—to drive outcomes.” 

That’s when she pivoted. She started interviewing for adaptability over experience, hiring mid-level professionals with learning agility and strong communication skills. Instead of relying on résumés to establish confidence, she built it internally through coaching. 

The result? The team thrived. 

The Pros and Cons of Hiring Junior or Mid-Level Talent 

Once you stop treating years of experience as your default filter, the real decision shows up. Do you bring in senior depth or hire earlier in career and shape it to fit your environment? 

Without clear criteria, this choice turns into guesswork. Here’s what to look for before you decide. 

Pros: What You Gain 

• Openness to learn. They listen first, ask good questions, and do not assume their way is best. 

• Faster adaptability. They pick up new tools and practices quickly and are comfortable with iteration. 

• Coachability. They take feedback well and build new habits that align to how your team works. 

• Collaboration. They tend to be more team oriented and willing to co-create solutions. 

Cons: What You Trade Off 

• Experience gaps. They need guidance in complex delivery scenarios and risk planning. 
• Confidence with executives. They may hesitate with senior stakeholders until they build wins. 
• Longer ramp. They are still building delivery muscle and may miss patterns seasoned pros spot early. 
• Decision speed. Under pressure, they can second guess until they develop judgment from reps. 
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The point is not junior versus senior. It is clarity. Know the environment you are hiring into, then choose the mix of adaptability, communication, and experience that will move real outcomes. 

Want Better Results From Your Team? Hire for Adaptability. 

This episode is a call to stop using years of experience as a shortcut for performance. 

If your hiring process is grounded in long resumes but results still stall, the issue isn’t effort. It’s criteria. Real delivery comes from people who adjust fast, communicate clearly, and connect decisions to outcomes. 

Adaptability isn’t a nice-to-have. It’s a hiring and development system. It shapes the questions you ask, the signals you look for, and the coaching you provide after day one. 

👉 Click play above to learn how to screen for adaptability, set clear expectations, and build a team that delivers real IMPACT when plans change. 

P.S. Lead where strategy happens. The IMPACT Accelerator Mastermind gives you the coaching, tools, and support to stop operating like a support function and start delivering the business outcomes your executives are counting on. Click here to learn more! 🚀