Hire the Hungry

Companies say they want innovative, adaptable employees—but they often overlook the very candidates who embody those traits: the ones who are eager, coachable, and still building.

Graduating college in the middle of a global pandemic—losing the last half of my senior year and never getting the closure of a real graduation—was one of the most disorienting experiences of my life. The future, which once felt structured and predictable, suddenly felt wide open in the most unsettling way. I wasn’t just stepping into the “real world”—I was stepping into uncertainty, without a clear direction or even the space to fully figure out what I wanted.

That uncertainty was layered on top of someone who had already changed her major three times and still didn’t know exactly what she wanted out of life. Even in the midst of the pandemic, I watched friends land dream jobs and step confidently into their futures—while I sat on my bedroom floor, surrounded by half-folded laundry, quietly wondering if I would ever get there.

Now, freshly 28, I’ve finally honed in on what I want my career to look like—not because someone handed me a roadmap, but because I took the long way around. Dipping my toe into different paths, navigating indecision, and facing the fear that I might never figure it out shaped me more than I realized at the time. It impacted who I am—and ultimately guided me to where I am today.

Recently, I began searching for a career that feels aligned with who I am—not who I thought I was supposed to be. While continuing to grow my photography business, I’ve dialed in my goals: I want to work in social media marketing and content creation. I want to connect with the world, tell meaningful stories, and meet new people through the work I create.

The positions that spark joy for me are rare. I’m not searching for just a paycheck; I’m searching for a place where I can grow, contribute, and genuinely care about the work.

I used to be afraid to apply for jobs because the possibility that it might actually work out—and I’d have to pivot from the comfort of where I was. Now, I’m afraid not to apply. What if I miss the future that’s waiting for me?

I see job postings filled with requirements—qualifications I don’t fully possess—yet I apply anyway. Not because I check every box, but because I’m a self-starter, hungry to learn, and genuinely invested in creating meaningful work. I’ve applied to over 20 roles and received only two responses, many for positions that required experience I didn’t yet have. It’s hard not to wonder how many applications are dismissed simply because someone doesn’t meet every requirement, rather than being recognized for their potential to learn, contribute, and grow.

Sometimes I can’t help but think: do hiring teams even look at what applicants can do, or are they scanning for what we lack and discarding us before we even have a chance? It’s easy to feel invisible in a sea of checkboxes and requirements. And yet, that’s exactly why being hungry matters. Hunger isn’t measured by credentials. It’s measured by initiative, curiosity, and the courage to step forward anyway. The people who notice—those who recognize drive over perfection—are the ones who create opportunities for growth, innovation, and real connection.

Hiring managers often choose proven experience over potential—but potential is what grows companies. Skills can be taught, tools can be learned, and processes can be mastered. What can’t be manufactured is hunger: the drive to learn, the curiosity to explore, and the courage to take risks. Those of us who show up hungry, even without a perfect résumé, are investing not just in our own growth, but in the growth of the teams and organizations we join. We ask questions, innovate, and keep moving forward when comfort would have us stand still.

Someone eager to learn brings unique value to any team. They ask thoughtful questions, adapt quickly to new challenges, and approach problems with curiosity rather than assumption. They bring fresh perspectives and are open to experimenting with new approaches, complementing the expertise of those who already have years of experience.

Running my own photography business taught me this firsthand. I had to learn marketing, client management, contracts, pricing, and more—without anyone guiding me. I learned by doing, asking questions, experimenting, and adjusting along the way. That kind of hunger doesn’t replace experience; it amplifies it, creating a team that’s both knowledgeable and adaptable.

Of course, employers have reasons to hesitate. Training takes time, and mistakes happen. Bringing someone new on board isn’t risk-free. But experience alone doesn’t guarantee innovation. Comfort can breed complacency, and skills—while important—can be taught. Hunger can’t. The drive to learn, the willingness to adapt, and the curiosity to ask questions are qualities that can’t be added to a résumé. They are what turn potential into performance, and effort into growth.

So here’s my call to action to hiring managers: look beyond the checkboxes. Consider taking a chance on someone who may not fit every requirement, but who is eager to learn, ready to contribute, and motivated to make an impact. Look for someone self-driven, who knows what they want, and has the hunger to put themselves out there even when it feels risky. That hunger—the courage to grow, to create, and to push boundaries—is exactly what drives innovation, strengthens teams, and shapes the future.

Christina