When a new role opens up, it’s often viewed through one of two lenses: as a growth opportunity or as a position that demands stability and reliability – an anchor role.

For hiring managers and candidates alike, understanding the pros and cons of these approaches is essential to finding the right fit.

Let’s talk about the trade-offs of each approach from the perspective of someone looking to fill a role and someone stepping into one.

The Hiring Manager’s Perspective

For hiring managers, determining whether a role is for growth or stability comes down to understanding how the role will address the current and future needs of the company.

Hiring for Growth

When hiring for a growth role, managers are making a strategic investment in the long-term success of their team and organization. These roles are designed to evolve over time, offering opportunities to shape responsibilities and cultivate talent that aligns with future needs.

Example: Hiring someone as the Head of Business Development might initially focus on identifying and securing strategic partnerships to expand the company’s reach. As they deliver results and the company scales, this role could naturally evolve into a Chief Growth Officer position, with a broader scope and increased responsibilities.

Pros:

• Flexibility: The role adapts over time to fit team dynamics and organizational needs.
• Nurtures Talent: Helps build a leadership pipeline by nurturing talent.
• Encourages Investment: Creates loyalty and commitment from employees by encouraging their growth.

Cons:

• Learning Curve: Growth roles may require more training and a longer onboarding period.
• Delayed Impact: Measurable outcomes may not be immediate and could take time.
• Uncertainty: There’s a risk the employee might not grow quickly enough to meet expectations.

Recruiter Tip: When hiring for growth roles, we often ask hiring managers about their long-term vision for the role and the kinds of skills and qualities they’d like to see developed over time. This helps us identify candidates who are not only qualified for the current role but also eager to take on new challenges as the organization grows.

Hiring for an Anchor Role

Anchor hires are expected to hit the ground running with minimal direction, with their responsibilities remaining largely stable over time. These roles require professionals who can step into established systems and deliver results right away, without the expectation of evolving responsibilities.

Example: If you’re hiring a Sales Director to manage an existing sales team, the goal would be to quickly optimize performance, close deals, and meet revenue targets. This role is unlikely to change much in scope as the organization scales. The main focus would be delivering consistent results within the established system.

Pros:

• Quick Results: Ideal for addressing urgent needs or achieving fast-paced goals.
• Structured Predictability: Expertise you need for a system that is already functioning – the org structure is already known and not anticipated to change.
• Minimal Onboarding: These hires often bring industry knowledge or transferable skills.

Cons:

• Higher Costs: Seasoned professionals often come with higher salary expectations.
• Less Flexibility: High-impact hires may not adapt as easily to changing roles or team dynamics.
• Lack of Innovation: They might not have the bandwidth or inclination to bring new ideas to the role, which could stifle creativity and growth in the team.

Recruiter Tip: We often ask hiring managers to clarify the immediate KPIs for the role. If they need quick wins, we look for candidates with experience or familiarity with the value proposition. But if there’s time to ramp up, the focus shifts to potential and growth.

The Candidate’s Perspective

For candidates, understanding whether you’re pursuing a growth opportunity or an anchor role is crucial for advancing your career in the right direction.

Seeking a Growth Opportunity

Growth roles are ideal for candidates eager to learn, take on new challenges, and advance within a company. These roles allow for skill development, career progression, and the potential for increased responsibility.

Example: You’re seeking a Marketing Director position that allows you to develop leadership skills, supervise a team, and drive measurable growth, with the potential to evolve into a VP-level role.

Pros:

• Skill Development: An opportunity to expand your expertise and responsibilities.
• Career Progression: High-growth companies or earlier-stage organizations often allow for upward mobility.
• Long-Term Rewards: As you grow, so does the role, leading to greater opportunities and rewards.

Cons:

• Lower Pay: Growth roles may start with lower compensation or entry-level responsibilities.
• Proving Yourself: These roles often come with pressure to perform and grow quickly.
• Uncertainty: As roles evolve, there may be ambiguity regarding future responsibilities or career paths.

Recruiter Tip: If you’re seeking growth, consider earlier-stage companies or those experiencing high growth. These environments are typically more open to hiring for potential and allowing employees to expand their roles over time.

Seeking Anchor Roles

If you’re experienced and ready to deliver results right away, but not necessarily looking to move into other leadership roles, an anchor role may be the right fit. These positions require you to leverage your expertise to solve problems and drive results quickly.

Example: You’re pursuing a Senior Sales Manager role where you can apply your proven track record to immediately impact sales and meet key targets, without the expectation of stepping into a leadership or strategic role.

Pros:

• Higher Pay: These roles often come with competitive compensation.
• Confidence in Skills: You’re stepping into a position that aligns with your existing expertise.
• Defined Expectations: Clear performance metrics make it easier to understand what success looks like in the role.

Cons:

• Limited Growth: May not offer as much upward mobility.
• High Pressure: The expectations to deliver quickly can create a demanding work environment.
• Stagnation Risk: With fewer opportunities to evolve, the role may not offer much professional growth beyond the initial responsibilities.

Recruiter Tip: Candidates should highlight their ability to deliver results quickly with minimal oversight. Share examples of how you’ve made an impact in a fast-paced environment. Showing how you’ve contributed to immediate, measurable outcomes will help set you apart as someone who can drive success from day one.

Making the Right Decision

For Hiring Managers

When deciding whether to hire for growth or stability, it’s crucial to assess the role’s immediate and long-term needs. These goals will help you determine whether you need someone who can hit the ground running or has the potential to grow with the role as they find success.

Additionally, evaluate your team’s capacity to support and mentor a growth hire. If your organization has the resources to provide onboarding, training, and development opportunities, hiring for the future could be a great long-term investment. However, if the role demands quick results, an anchor hire may be the better choice.

Recruiter Tip: Clear communication about the role’s expectations, supervision, and growth opportunities is essential to attract and retain the right candidate. A lack of clarity can stall your hiring process or turn away top talent.

For Candidates

As a candidate, the choice between a growth opportunity and an anchor role depends on your personal career goals and current skills.

If you’re eager to learn new skills and take on responsibilities that stretch your abilities, a growth-focused role can provide the development you’re looking for. Earlier-stage or high-growth companies are often more open to hiring for potential and fostering internal mobility, so these might be great places to start your search.

On the other hand, if you already have the expertise to confidently step into a role and deliver results, an anchor role might be a better fit. These roles often come with higher pay and leadership opportunities but may also come with higher expectations and less flexibility. Knowing what you want and what you can offer will help you make the right choice.

Whether you’re a hiring manager or a job seeker, understanding the balance between growth and stability is key to making the right decisions. 

At HireEducation, we specialize in helping companies find the perfect fit for their teams and guiding candidates to roles that align with their skills and career goals. If you’re looking to fill a role or take the next step in your career, our team is here to help.

Let us know your goals, and we’ll help you find the right match. Reach out to us today to get started!