Hiring FOMO: When “Good Enough” Isn’t Good Enough
“These candidates look great… but can you send me a few more for comparison?”
I see it all the time.
I present two or three highly qualified candidates—people who check the boxes, fit the culture, and are ready to make a move—but instead of making a decision, the hiring team wants to keep looking.
This is “Hiring FOMO” (Fear of Missing Out) in action.
It’s the idea that there might be someone even better out there, so why commit now?
But here’s the problem:
▪️ The best candidates don’t wait around.
▪️ Overanalyzing can lead to decision paralysis—and no hire at all.
▪️ By the time you circle back to the original candidates, they may be off the market.
Hiring is not about collecting options; it’s about making decisions before opportunities disappear.
If you’ve got a strong candidate in front of you, don’t let indecision cost you the hire.
I’ve already sorted the bad options out.
That’s why you work with me.
Contact Us
Founded by Dan Regovich in 2009, AJ Augur Group Plastics Search and Recruitment has become a prominent name in the plastics headhunting industry. We fill difficult positions in the plastics industry for companies throughout the United States.
Because your company is unlike any other, we will take the time to discuss the details of your current opening and your company’s culture.
This will allow us to find someone who has the proper skill set and will also fit into your company’s environment. Learn more about our advanced search process, and contact us today.
At AJ Augur, we play a vital role in guiding candidates through the job search process within the plastics industry. We address these common questions candidates ask plastics recruiters with transparency and clarity, providing honest insights about the challenges and opportunities of each role. Doing so helps candidates make informed decisions while building trust and establishing positive candidate experiences.
Click HERE for Dan’s latest article in Plastics News
440-357-7600
dregovich@ajaugur.com
Hiring FOMO: When “Good Enough” Isn’t Good Enough