Character Over Credentials: Samantha on Hiring in the Age of AI
Why good judgment, consistency, and communication still matter more than a perfect résumé.
You can learn almost any skill online today. With AI polishing résumés and prepping interview answers, it’s easy to look competent on paper. But what really makes people stand out once they’re inside the room or the team?
Samantha has spent years in talent management, working closely with founders, executives, and fast-growing teams. From her front-row seat in HR, she’s seen what separates those who get hired from those who get remembered. In this conversation, she shares what hiring really comes down to in a world where everyone seems “qualified.”
Rei: How did you move into talent management, and how do you find it now?
Samantha: I started as a PA for two CEOs at another company. That role gave me a front-row view of how teams and leaders operate. Over time, I realized HR and talent management played to my natural strengths; communication, organization, and people judgment. It’s where I feel my skills can be used to their full potential, and I’m genuinely passionate about it.
Rei: You’ve worked with many personalities and career paths. What makes someone stand out today?
Samantha: Character. Perseverance. Integrity. Skills are accessible, anyone can learn them online. What sets you apart is how you behave when things get hard: self-awareness, resilience under pressure, and consistency in your values. That’s what people remember and what they ultimately trust.
Rei: How do you assess those qualities during interviews or probation?
Samantha: You can’t fully know someone’s character in an hour. With AI, candidates can prepare perfect answers or even lean on tools for technical tests. Real understanding comes over time; during probation and day-to-day collaboration. That’s when work ethic, attitude, and values show up. Interviews are useful, but time reveals the truth.
Rei: Culture fit is a big topic. How has hiring changed with that in mind?
Samantha: We look for both culture fit and culture add.
Fit is about shared values and mindset; Can this person gel with how we work?
Add is about diversity; bringing fresh perspectives that make the team stronger. You need both: people who integrate well and people who expand the team’s capability.
Rei: You’ve worked with both founders and hiring managers. What’s the biggest misconception about attracting top talent?
Samantha: That it’s all about money. Compensation matters, but people increasingly prioritize a healthy environment, work-life balance, and good colleagues. Candidates today won’t trade mental health for a higher paycheck or stay in toxic cultures for long. That’s part of why “quiet quitting” gained traction. People want sustainability in their careers, not just survival.
Rei: With hybrid work, freelancing, and AI everywhere, has what you look for in candidates changed?
Samantha: The fundamentals haven’t changed. Values and character still matter most but assessment has become harder. AI can make resumes and interview answers look perfect. So I rely on face-to-face time and authentic interaction. There’s still a place for gut feel.
Communication has become a major differentiator, how you manage stakeholders, convey ideas, and connect with others. You can be a 10 out of 10 technically, but if you communicate like a 3, that’s how you’ll be perceived.
Rei: If you could change one thing about how people think about careers today, what would it be?
Samantha: Don’t burn bridges. Careers evolve, people come and go. In every role, take the meat, spit the bones. Learn what you can, and leave well. Connections often resurface later as new opportunities. And invest in your character; it’s what sustains your career long-term. Skills can be matched; character is your edge.
Key Takeaways
Skills are accessible; character, perseverance, and integrity remain the real differentiators.
Interviews show potential, but only time reveals true work ethic and values.
“Culture fit” and “culture add” are both essential; teams need alignment and diversity.
Top talent looks beyond pay; healthy environments and strong teams attract more loyalty than perks.
Communication now defines credibility. Technical skill means little if you can’t connect.
Careers are long games; relationships and reputation often circle back in unexpected ways.
Samantha’s reflections cut through the noise of hiring trends and AI-driven optimization. At its core, talent isn’t about credentials—it’s about how people show up, grow, and treat others along the way.
As the tools evolve, the fundamentals stay the same: trust, integrity, and communication still do the heavy lifting.
If your team’s growing, maybe that’s the question worth asking, are you hiring for skill, or for character that endures?
A Message from Samantha
Hey there, I’m Sam - a GenZ Talent Manager with a heart for people and a hunger for growth. Having worked across multiple industries in my short yet diverse career, I’ve learned to see things from different perspectives, adapt quickly to change and picked up lessons from every turn. Change is the only constant and making mistakes is the only way forward.
When I’m not working, you’ll probably find me outdoors - playing badminton/ pickleball/ volleyball/ ultimate frisbee or travelling somewhere new. Some may call me a hustler, but at the end of the day, I’m a hustler for Jesus — doing everything I can with excellence, faith, and heart. 🙌
Very well said! A reminder than it takes more than the interview to prove your worth