New systems. Shifting priorities. Tighter deadlines. When you're delivering a digital change programme, the last thing you can afford is recruitment going off track.

As technology evolves, so does the pace of digital change. Whether it’s AI implementation, replacing legacy systems, or rolling out new platforms, businesses need to move fast. And that means having the right people in place.

But here’s the catch: A successful transformation doesn’t happen without the right people in place. And yet, recruitment is often treated as an afterthought, rather than a critical part of the change strategy.

The result? Misaligned hires, stalled programmes, and spiralling costs.

The good news? These hiring mistakes are avoidable if you know what to look out for…

Mistake #1: Hiring based on job titles, not capabilities 

Transformation demands flexibility and adaptability. And this goes for your recruitment as well. 

Yet many companies default to legacy job titles and rigid job descriptions that no longer reflect what’s actually needed. 

The problem is, hiring someone based on a generic job title like "Business Analyst" without redefining the role for your transformation context can lead to poor outcomes.

You might end up with someone who ticks boxes on paper but lacks the mindset or skills to thrive in a constantly shifting environment. 

The fix:
Start by working backwards. Define the outcomes you need this person to deliver. Then ask: How will they achieve this? What skills, behaviours, and experiences will support success in that context? 

From there, craft a role profile focused on adaptability, problem-solving, and transformation-readiness, not just traditional responsibilities.  

Mistake #2: Prioritising speed over fit 

We’re going to assume that most people in Talent/People/HR who are reading this have heard the phrase “we just need someone now” thrown around a lot… 

And look, we get it. Everything is on a tight timeline. Digital transformation often comes with aggressive timelines and stakeholder pressure. But hiring in haste often leads to poor fit, higher churn, and ultimately, lost time and money. 

Speed should never come at the expense of fit. A quick hire who doesn’t align with the mission or values of your project can derail progress and impact team morale. 

The fix:
Fast, effective hiring is achievable with the right preparation. Build a warm pipeline of pre-qualified candidates with transformation experience. Use structured assessments to gauge not just technical skills, but alignment with your values, ways of working, and pace of change. 

The short delay in hiring the right person can save months of damage control later 

And after all, you can always get an immediate contractor in for the interim to cover any immediate gaps!  

Mistake #3: Underestimating the importance of change readiness 

This one might be a familiar one for leaders that have led change projects before. Too often, we see businesses bring in brilliant technical minds who struggle with the pace and fluidity of a transformation programme. The result? Friction, resistance, and even burnout.  

Hiring for transformation isn’t just about bringing in tech talent. It’s about hiring people who can thrive through chaos, uncertainty, and change. 

The fix:
Transformation-ready candidates need more than technical credentials. They need curiosity, resilience, and a proven ability to adapt. 

Screen for this in your hiring process. Ask how they’ve responded to complex stakeholder environments or pivoted mid-project. Look for evidence of a growth mindset, emotional intelligence, and comfort with ambiguity. 

You could even go as far as building a separate hiring strategy for transformation roles. It’s that important. 

Mistake #4: Over reliance on internal teams 

It’s tempting to lean on your existing team during transformation. After all, they know the business, understand internal systems, and are already in place. But relying solely on internal resources for complex transformation projects often leads to burnout and underperformance. 

Internal employees may be stretched too thin or lack the specialist expertise needed to lead change. Even your internal talent team, however capable, may not have the bandwidth or transformation-specific hiring experience to deliver at speed and scale. 

The fix:
Blend internal knowledge with external expertise. Bring in contractors, consultants, or interim leaders to fill skills gaps, drive delivery, and upskill your teams without overwhelming them. 

The same goes for recruitment. External partners like Revoco complement your in-house talent team, giving you the scale, speed, and specialist market access you need to deliver on hiring goals without pulling focus from BAU. 

Mistake #5: Ignoring employer branding during recruitment 

When you’re implementing new technologies, you’re not the only company looking to attract high-calibre transformation talent. Yet many organisations rely on their existing EVP and employer brand to do the heavy lifting, without tailoring it for this new audience. 

And ultimately, your opportunity either doesn’t land or doesn’t reach the right people at all. 

Transformation professionals aren’t just looking for a job. They want purpose, challenge, and the chance to be part of something meaningful. If your employer brand doesn’t reflect that, you’ll lose out to competitors who communicate their vision better. 

The fix:
Reframe your employer brand through the lens of transformation. Think about what would excite someone about this specific journey. Is it the chance to work with emerging tech, build something from scratch, or leave a lasting impact? 

Embed those messages throughout the hiring process, from job descriptions and social posts to interview conversations and onboarding. Don't assume your standard EVP speaks to this audience. Make your transformation story visible and compelling.

For example, we created Bromford a new video that amplified their technology vision to drive traffic to their new technology careers page.

Making hiring a strategic part of change 

Transformation can’t succeed without the right people behind it. Yet too often, hiring is treated like a tick-box task instead of a critical component of successful delivery. 

Avoiding these five common mistakes doesn’t require a huge investment. It just requires foresight, a solid plan, and the willingness to bring in the right support when you need it. 

Avoiding these hiring pitfalls can drastically improve the success rate of your digital transformation efforts. A strategic hiring approach isn’t just about finding people, it’s about unlocking delivery, pace, and impact.  

Need help hiring for your digital transformation?

At Revoco, we help companies like yours build high-performing transformation teams, fast. 

Whether you need interim specialists, permanent hires, or project-based support, we’ll work alongside your internal team to deliver recruitment that drives change, not delays it. 

Get in touch with our team or explore how we can support transformation hiring here.