A talent acquisition professional has sparked a lively online debate after sharing a blunt truth about hiring: job descriptions are often “wishlists,” not rigid requirements. In a candid Reddit post, the recruiter admitted frustration over a pattern they’ve seen repeatedly. Hiring managers ask for a near-impossible mix of qualifications, seven-plus years of experience, niche industry background, leadership credentials, technical depth and polished communication skills. In short, a unicorn.
But when presented with candidates who check nearly every box, those same managers frequently pass.
When the “perfect” candidate isn’t the one hired
According to the recruiter, feedback from hiring managers tends to be vague. Phrases like “not the right fit,” “didn’t click,” or “I just didn’t get excited” are common. Meanwhile, the person who ultimately lands the job often looks very different on paper.
Instead of the seven-year veteran with all the credentials, it’s the candidate with four years of experience who tells a compelling story about leading a project. It’s the applicant who may lack specific tools listed in the job description but shows curiosity, adaptability and strong communication skills.
And here’s the twist,those hires usually work out just fine, sometimes even better than expected. That realization led the recruiter to offer straightforward advice to job seekers, apply anyway. If you don’t meet every single requirement, don’t automatically count yourself out. The job description, they argued, is rarely a strict checklist. What matters most in the interview is whether you can clearly explain your work and make the hiring manager feel confident, and excited, about working with you.
The comment section explodes
The post quickly gained traction, with hundreds of upvotes and dozens of comments from both candidates and other hiring professionals.
One commenter summed it up bluntly that job descriptions are wishlists, and “the real hiring criteria is always vibes and storytelling ability.” Another shared how they landed a role despite lacking about 60% of the listed requirements, including experience with SQL. Instead, they walked interviewers through how they had taught themselves Python for a previous project. That initiative impressed the team enough to overlook the missing technical box.
The original poster responded that self-learning stories often signal something more valuable than existing knowledge, which is the ability to figure things out on the job.
Others pointed out a downside. Several candidates admitted they had skipped applying for roles because they didn’t meet every listed qualification. One commenter noted that job descriptions can “scare away people who’d actually be great,” while failing to filter effectively for what managers truly want.
There was also a more critical angle. An autistic commenter highlighted the confusion this creates, arguing that calling something “requirements” when it’s really a wishlist can feel misleading and frustrating.
Why storytelling and “vibes” matter
The recruiter suggested a practical shift in approach for fellow hiring professionals: instead of obsessing over bullet points, ask hiring managers what the last successful person in the role was actually like. That question, they said, produces far more useful insight than a polished job description ever does.
In the end, the viral post tapped into a shared experience. Many job seekers have suspected it for years: the interview often carries more weight than the résumé.
The viral Reddit post pulled back the curtain on something many professionals quietly observe: hiring decisions are rarely as formulaic as job descriptions suggest. While experience and skills matter, the ability to connect, communicate and demonstrate growth potential often seals the deal. For candidates hesitating over missing bullet points, the message is simple, don’t self-reject.