In a recent LinkedIn post, Greg Head challenges conventional hiring wisdom, arguing that companies seeking genuine innovation should look beyond traditional industry experience. Head contends that the relentless pursuit of “best practices” and the hiring of individuals steeped in the same industry background often leads to stagnation rather than progress.
Head opens his post by directly addressing the common hiring pitfalls: “If you want the same results as everyone else… keep hiring the same people they hire. Most companies don’t have a hiring problem. They have a ‘stop hiring the same boring people’ problem.” This provocative statement sets the stage for his critique of a hiring culture that prioritizes familiarity over fresh perspectives.
The Trap of ‘Best Practices’
According to Greg Head, the pervasive reliance on “best practices” is a significant impediment to innovation. He explains that companies often fall into a cycle of reverse-engineering what others are doing, attending the same conferences, and consuming the same industry information. This leads to what he terms “recycled ideas” and the “protection of the status quo.” As Head puts it:
“They are all watching what each other is doing…and analyzing…and dicussing…and trying to put their ‘unique spin’ on it so they can calim something new”
This cycle, Head argues, prevents businesses from questioning fundamental assumptions and hinders their ability to adapt to changing markets. The result is often a leadership team that is resistant to change, having not questioned their own methods for years.
The Value of the Outsider Perspective
In contrast to the perceived safety of industry veterans, Greg Head champions the hiring of “outsiders” – individuals without direct experience in a particular industry. He posits that these individuals bring a crucial element: clarity and a willingness to ask challenging questions. These “dangerous questions,” such as “Why are we still doing it this way?” or “Why does this take 12 steps instead of 3?”, are precisely what can unlock innovation and break a company out of its rut.
Challenging Traditional Metrics
Head directly challenges the long-held belief in the value of extensive experience, stating, “Experience is the most overrated hiring metric in business. Curiosity is the most underrated.” He elaborates on this point, noting that industry veterans can sometimes be the “biggest blockers of innovation” precisely because their deep-seated knowledge comes with ingrained habits and a resistance to new approaches.
“When I’m helping a CEO or Board rebuild a team, I’d rather hire someone with sharp thinking and zero baggage than a ’20-year industry professional’ who’s spent their entire career recycling the same ‘Best Practices’.”
This perspective suggests that a leader with sharp intellect and a willingness to learn can often be more valuable than someone who has accumulated years of experience but has failed to adapt or innovate within their field. Head encourages businesses to prioritize curiosity and provide a safe environment for experimentation, even if it includes failure.
Fostering an Innovative Culture
Ultimately, Greg Head’s message is a call to action for leaders to rethink their hiring strategies. By actively seeking out individuals with fresh perspectives and a curious mindset, companies can foster a more dynamic and innovative culture. He concludes by posing a direct question to his audience, inviting a debate on the value of traditional experience versus novel viewpoints:
“Who’s been more valuable in your company…the industry veteran or the outsider with fresh perspective?”
Head’s analysis suggests that true progress comes not from adhering to established norms, but from challenging them, often with the help of those who are not bound by them.
📝 About This Content
This article is based on insights shared by Greg Head on LinkedIn.
📅 Originally posted on August 5, 2026 | View original post on LinkedIn →