Introduction
Many organizations equate seniority with success. The logic seems simple: hire candidates with impressive titles and resumes, and performance will follow. But this assumption can be costly. In practice, technical ability alone rarely guarantees team cohesion, retention, or morale.
A fintech case in Mexico shows how seniority-driven hiring failed. Senior recruits joined with strong resumes but quickly departed, while internally developed talent remained committed and effective. The missing ingredient? Emotional intelligence.
The Problem with “Senior-Only” Hiring
New senior hires entered the organization but rarely stayed more than a year. Despite their expertise, they struggled to adapt to the team’s culture and collaborative needs. This highlights a blind spot: technical skills can be learned, but emotional intelligence (EQ) is harder to teach (Goleman, 1995).
Teams thrive when members are curious, empathetic, and able to navigate conflict—not just when they have deep technical knowledge. Overvaluing IQ while neglecting EQ results in fragmented teams, weakened trust, and ultimately, higher attrition.
Rethinking Leadership and Expertise
Alvesson and Spicer (2012) describe three paradigms of leadership:
- Functionalist – Traits and behaviors.
- Interpretive – Social interactions.
- Critical – Power and ideology.
If organizations rely on titles as shorthand for ability, they remain stuck in the functionalist view. But modern work requires a more critical perspective—questioning how power and assumptions shape what we call “talent.”
Building Teams with EQ in Mind
To improve cohesion and reduce churn, leaders can:
- Involve teams in hiring decisions to evaluate both technical and cultural fit.
- Assess emotional intelligence as part of interviews.
- Recognize that long-term loyalty often comes from growing internal talent, not importing external prestige.
Conclusion
Seniority does not guarantee success. Emotional intelligence, adaptability, and cultural fit are often stronger predictors of performance and cohesion. For leaders, the challenge is not to raise the technical bar at all costs—but to redefine talent in a way that values EQ alongside IQ.
