> I'd go so far as to ask: "can this candidate learn to do the job?". In our recent job postings, I've started adding a specific paragraph after the desired qua

> I'd go so far as to ask: "can this candidate learn to do the job?". In our recent job postings, I've started adding a specific paragraph after the desired qualifications stating more or less "if you don't tick all the boxes above but are motivated to learn and grow, please apply. We'll teach you what you need to do the job" Totally agree. I was involved in the hiring process (new for me) in the last two hires and this was my main motivation. I primarily looked for passion in the field[1]. I didn't care if they explicitly knew what we were programming in, or what frameworks we were using, or w/e. I wanted to know if they were interested in the area, if they wanted to learn (if needed), and if the workload areas (backend, frontend, etc) were areas they wanted to work in. I wanted to hire a bright person, passionate in what they do, and interested in the problems we'd give them[2]. I felt like if those three were true it didn't matter what they knew.. within reason, of course. [1]: I'm not saying what I did is right or wrong, just explaining what I did. [2]: By interested, I mean they want to work in X language with Y workload. Not explicitly that they were personally invested/interested in the product domain as a company. I wouldn't expect that of anyone.. rarely, imo, do companies inherently do such interesting work that people should be personally invested. Ie, solving cancer or feeding homeless. A job can be a means to a paycheck. I just want it to be enjoyable for all involved, as much as possible at least.