Ever wondered why your job posts aren’t attracting the kind of talent you really want?
You’re probably selling the role, not the growth path.
Top performers aren’t asking, “What will I do here?”
They’re asking, “Who will I BECOME here?”
Hey there, I’m Tabish Bibikar, and I coach and mentor software company founders to build scale in their business — without losing focus or burning out in the process.
Now, here’s what most companies get wrong about hiring —
They sell responsibilities: “You’ll manage a team, deliver projects, handle clients…”
But that’s just the job description.
What great candidates want to hear is the story.
Where does this role lead in 18 months?
What can success look like in two years?
Will this person be leading a new product initiative?
Expanding into a new geography like the US or APAC or MENA?
Or building out an entirely new business unit?
That’s what excites ambitious people.
They’re not looking for a job — they’re looking for momentum.
Let me give you a quick example —
One of my clients was hiring a Senior Software Engineer.
Instead of pitching the usual “Tech Stack + Responsibilities,”
They said, “You’ll be the first hire in our new AI vertical, and we expect this to grow into a 10-person team in 18 months. You’ll lead that journey.”
Guess what? They hired someone who already had two better salary offers — but chose them because they saw a future, not just a role.
So here’s the thing :
When you’re interviewing or writing job descriptions, spend less time on “what they’ll do” and more time painting a picture of “who they’ll become.”
Show them the ladder — not just the step.
Because the best people don’t join companies for what they’ll get paid.
They join for who they’ll get to become.
That’s how you win the war for talent.
Thanks for watching — and I’ll see you in the next one.
