Why potential can matter more than experience

Spotlight is our series on the people shaping the future of hiring and talent. We ask them how they work, what they believe, and where AI actually helps.

This time we spoke with Mariah Szarek, who has spent over nine years at Benchmark IT - Technology Talent.

She has worked her way through every level of the recruiting function, from sourcing and screening to team leadership and account management. As director of recruiting she now oversees recruiting strategy and delivery for technology talent across the organization.

What advice would you give to someone starting out in hiring or talent?

Focus on relationships, not just transactions. It's easy to get caught up in metrics, speed, and filling roles, but long-term success in this field really comes down to trust. Take the time to genuinely understand people, what motivates them, what concerns them, and what truly matters in their careers. Listen more than you speak, and ask thoughtful, open-ended questions. The more you understand someone's story, the better positioned you are to guide them and advocate for them.

What's the most rewarding part of the work you do today?

The most rewarding part of my work is building genuine relationships and making a meaningful impact in people's lives. The ideal scenario is helping someone land a role that aligns with their career goals and passions. But impact doesn't always look the same. Sometimes it's sharing insight, offering guidance, or helping someone gain clarity that ultimately shapes their career path. What I love most is watching candidates grow over time. Having been in this field for 9 years, I've had the privilege of seeing individuals start in one role and steadily advance in their careers. Being even a small part of that journey is incredibly fulfilling.

What is a hiring belief you hold that most people would challenge?

Potential can matter more than past experience. I've seen candidates who didn't have the exact resume or required skills exceed expectations because they were motivated, adaptable, and eager to learn. Too much focus on checking every box on paper will make you miss out on people who bring fresh ideas and long-term impact to a team. Takes more effort to recognize and support that potential, but it's worth it.

What's the best candidate experience you've ever seen or created?

Job searching can feel isolating, and I always try to change that. I want candidates to feel supported, informed, and advocated throughout the process. The best candidate experiences I've created were built on communication, thoughtful preparation, and trust. From our first conversation through offer negotiation, I made sure they always knew what to expect, received feedback, and felt comfortable asking questions. We spent time preparing for interviews, aligning on expectations, and staying closely connected at every stage. In the end, it wasn't just about securing the offer. It was about how the process felt to them.