Our Approach to Hiring at Stryv: Finding the Right Fit, Not Just Filling the Seat

Introduction

Due to the competitive hiring landscape of today, finding the right candidate has become more complex. From outside hiring might look simple to post a job, gather resumes, make calls, line up interviews and pick the best fit. But anyone who is on the other side of the table in HR or talent acquisition knows the real story. Hiring is to find the right candidate by understanding the people, roles, culture, and fine-tune between skill and potential.

Having worked in Human Resources for 18 years, I witnessed how the hiring process has evolved and sometimes, how it hasn’t. Surprisingly, many companies are still in the belief that success is measured by how many calls a recruiter makes in a day or how quickly the position gets filled. I have seen many recruiters post a job in the morning and tend to make hundreds of calls by afternoon, hoping that one of those calls can lead them to the right candidate.

But here’s the truth: recruiting is not a call center job. It’s not about volume, it’s about value.

Collaboration Over Transaction

We don’t just forward resumes; we discuss, analyze, and debate them. We share insights about candidates that go beyond what’s written on their CV. Sometimes, a candidate might not have all the technical boxes checked, but they have curiosity, attitude, and a learning mindset that aligns with Stryv’s values. Those are the conversations we love having.

The recruitment process is strategic and reflects who we are as an organization. It’s the very first real interaction many people have with Stryv, and we always believe in making them feel respected, human, and above all, transparent.

Recruitment is Strategic, not just Hiring Ops. 

The employee hiring strategy we follow at Stryv:

• • We believe in making the right call, not 100 calls per day.
• • Each interaction with the candidate is intact and meaningful.
• • The prime focus is to find the right fit, not just filling vacancies.

Recruiters are strategic partners to the business and the front face of the company to candidates. We see hiring as a decision that shapes the company’s future.

Adapting to Change – Because Startups Evolve

Roadmaps shift as markets wobble. At startups, the chart of organization is a living hypothesis, so hiring should be elastic by design.

We often come across situations:

• • During the mid-process, the requirements change due to a shift in project priorities.
• • Sometimes the role evolves after the client’s feedback or insights.

As we come across such hurdles, we don’t panic or stick to old plans. Rather, we revisit the requirements and sit with hiring managers, understand them, and adjust our sourcing strategy accordingly. Keeping our communication transparent with all stakeholders is key.

Human-centered Hiring for Modern Teams 

By focusing on human values, modern teams can go beyond job titles and resumes and give a much deeper understanding about real potential, personality fitness, and skills.
In today’s fast-paced environment, where automation and AI tools are taking over many parts of recruitment, we remind ourselves that hiring is about people. That means:

• • Every resume represents a person’s dream and aspirations.
• • We take time to know the candidate’s motivation, not just their experience.
• • We value empathy and curiosity in our hiring process.
• • We prefer a more thoughtful process over a rushed one.

Building a Team That Grows Together

At Stryv, each new hire contributes to something bigger – a growing, evolving culture.

We believe:

• • Recruitment is a long-term investment in the company’s vision.
• • Each person we hire should grow with us, not just work for us.

We always prioritize Fit over speed and Quality over quantity.

Conclusion

Our hiring agenda at Stryv is very clear; we don’t believe in just filling vacancies. Finding the right people who believe in what we are building matters the most. Alongside creating a thoughtful, transparent process that respects both the company’s needs and the candidate’s journey. We may not make 100 calls a day, and we don’t have to, because our goal isn’t to talk to everyone; it’s to find one person who belongs here.

FAQs

1. What do you mean by hiring the right fit?

Ans:- Hiring the right fit is the most crucial part of the talent acquisition process. It goes beyond skills, ensuring the candidates align with company’s mission, values, and long-term goals.

2. Why is company culture important in hiring decisions?

Ans:- Company culture in hiring ensures that new employees adapt well and contribute positively to the workplace. Prioritizing cultural alignment reduces attrition and creates a cohesive, motivated team.

3. How is Stryv’s hiring approach different from others?

Ans:- At stryv, we focus on hiring candidates by balancing innovation with human connection. By combining data-driven insights, cultural alignment, and skill-based assessments, Stryv ensures quality hiring over quantity, bringing the right talent on board for long-term success.