I don't know your specific situation, so I'm just guessing various scenarios... which I hope will be of some help. Maybe the problem is that your peers are sho

I don't know your specific situation, so I'm just guessing various scenarios... which I hope will be of some help. Maybe the problem is that your peers are short-sighted or it could also be that your understanding of organizational resources and capabilities are limited. For example, if we are definitely using Golang for the forseable future and I can expect some slowdown from hiring someone with no previous exposure (because they will be spending some time and resourced familiarizing themselves with the syntax, tooling etc.), I would like to be able to make that as a part of the hiring equation... and be able to decide where to filter them out in the various stages of the recruting process... depending on various factors. For example, are you struggling with enough quality applicants because of having stricter requirements? Do you think loosening the requirements would potentially bring in people so much quicker... or bring in those who are so much better that they can potentially make up for the time and resources the company would have to spend to make them productive? Another possibility could be that these things are not easy problems to undertand given your current resources or insights available to the hiring team... in which case, you would have to have strict requirements just to be safe... or take informed risks accordingly. Also, if you don't have the influence to make your peers see that, maybe it is not your place? Again, I can't know your situation so I'm playing with various hypotheticals here. Take what applies to you (if it does) and discard the rest.