What Hiring Teams Get Wrong About Ambition

What Hiring Teams Get Wrong About Ambition

Ambition: a word that should signal energy, drive, and growth potential yet too often, hiring teams misinterpret or even mistrust it.

In their article, “Ambition Isn’t a Dirty Word”, Harvard Business Review highlights how ambition gets unfairly judged, especially in environments where it’s viewed as self-serving or aggressive. In recruitment, these misunderstanding leads hiring teams to overlook talented individuals who are, in fact, quietly and sustainably ambitious.

From my experience as a recruiter, here’s what hiring teams consistently get wrong about ambition and how to change that.

They Equate Ambition with Aggressiveness

HBR reminds us that ambition doesn’t have to manifest as cutthroat behaviour or ego-driven leadership yet many hiring managers are drawn to candidates who “talk big,” assuming confidence equals drive.

What to do instead: Look for evidence of purpose-driven ambition. Does the candidate articulate long-term goals, growth plans, or a clear sense of contribution? Ambition isn’t about dominating the room it’s about direction.

They Penalize Quiet or Non-Linear Candidates

Harvard Business Review points out that ambitious people aren’t always the loudest in the room, likewise, candidates who’ve taken non-traditional career paths are sometimes unfairly dismissed. True ambition often looks like someone willing to take unconventional steps to develop themselves.

As recruiters, we need to advocate for candidates who:

• Took lateral moves to build skills.
• Pivoted industries to challenge themselves.
• Built careers through perseverance, not just promotions.

They Reward Burnout as “Hustle”

HBR warns against glamorizing overwork as ambition yet hiring teams sometimes favour candidates who brag about non-stop schedules. In reality, sustainable ambition is strategic not self-destructive.

Best practice: Ask how candidates’ recharge and grow. People investing in themselves for long-term goals are more likely to stay and contribute at a higher level.

They Focus on Past Opportunity, Not Potential

A lack of advancement in a previous role isn’t necessarily a lack of ambition. As HBR notes, ambitious individuals may be held back by restrictive environments, not their own lack of drive.

Advice to hiring managers: Focus on intent and initiative, not just outcomes. Did the candidate seek learning opportunities? Did they push for change even in challenging settings?

Redefining Ambition in Hiring

As HBR puts it, ambition is a “desire to achieve success on your own terms.” It’s personal, evolving, and often quiet. If hiring teams continue to mistake style for substance, they’ll keep missing out on high-potential hires.

At Corvus People, we encourage hiring managers to rethink what ambition looks like in candidates:

• Prioritise purpose and growth over bravado.
• Value resilience and learning journeys.
• Respect sustainable drive not burnout culture.

Because real ambition isn’t about looking impressive in an interview, it’s about consistently pursuing growth and helping your company grow too.

By Helen Cosgrove, Senior Recruiter at Corvus People