Hire For Trajectory, Not Just Experience—How To Spot Learning Animals

It’s easy to default to hiring or promoting based on past achievements and specific credentials. Yet, the most dynamic organizations place their bets on something less obvious: learning agility. This means favoring people who seek out challenges, adapt quickly, crave feedback, and spot new opportunities with every mistake. Google dubbed such people 'learning animals.' These individuals love puzzling over errors almost as much as celebrating wins, and their track record is usually dotted with unconventional projects or self-taught skills.

Traditional hiring focuses on boxes to check, but in fast-changing environments, yesterday’s expertise can be tomorrow’s liability. Instead, look for the candidate who eagerly discusses a misread market trend, a failed project, or a skill still in progress—and can explain how they grew from it. Passion isn’t just what they claim; it’s in the stories and energy they bring. Research on 'growth mindset' backs this up: people who believe abilities can be developed through effort and feedback tend to outperform those who see talent as fixed. By focusing on trajectory, not just current location, you set teams up for exponential growth and resilience.

Start looking beyond the resume’s highlights—ask about the last big mistake someone made, and listen for honesty and curiosity about how they adapted. Favor those who show drive and resourcefulness over a perfect record or cookie-cutter credentials. During project reviews, praise earnest attempts at learning new skills, not just polished results, and stretch high-potential team members with challenging tasks. Over time, you’ll see a culture where growth outpaces even initial talent.