Beyond the Resume: Using EQ and Value Alignment in the Recruitment Process

In the age of artificial intelligence and algorithm-based hiring tools, matching a resume to a job description has never been easier. But recruitment—especially at the executive level—requires far more than keyword matching. At Bryant Group, we believe the real value in recruiting lies in understanding the human behind the resume and the culture behind the job title.

Even AI can match a candidate with a job description—but that’s not what we’re talking about. It’s so much more.

That “so much more” is rooted in emotional intelligence (EQ) and value alignment.

According to AI itself, EQ is the ability to perceive, use, understand and manage emotions. It encompasses self-awareness, self-regulation, motivation, empathy and social skills. While that may sound clinical, the implications are anything but. High EQ leads to better decision-making, stronger relationships and healthier organizational dynamics—all of which are critical in leadership placement.

In my view, high EQ is imperative in successful leadership placement. Discerning the values—both written and unwritten—of an organization takes time and conversations across multiple levels. Culture isn’t just top-down—it’s experienced person to person.

That’s why at Bryant Group, we don’t stop at the surface. We engage deeply. We speak with people throughout the organization, not just the hiring committee. We ask:

• Is the culture consistent from the boardroom to the break room?

• Are people respected and supported?

• Do employees feel psychologically safe and clearly guided?

• Is leadership experienced as caring—or are people treated as interchangeable parts of an org chart?

These aren’t questions a resume—or AI—can answer.

The same rigor is applied to understanding candidates. Yes, we review their history and qualifications. But more importantly, we explore:

• Who are they, really?

• What matters most to them?

• What environments allow them to thrive?

• How do they lead? How do they follow?

The goal is not to make a hire. The goal is to make the right hire for both sides. If a match serves only one party, it’s not a real match.

At Bryant Group, we believe every hire should be a “Hell Yes”—never just “fine.” We seek leaders who step into a role and feel like it was made for them—and organizations who feel immediate confidence in the person they’ve chosen to help shape their future.

As Tracy Ostrem, Vice President of University Advancement at the University of Nevada, Reno, described, “It’s about the shared journey. Bryant Group is so personally invested in the leaders they place… they can lead a leader or organization through the trajectory of searching, hiring, building teams and growth.”

That level of fit doesn’t happen by accident. It takes patience, insight, emotional intelligence and a deep understanding of values and culture. Or as Kelly O’Brien, VP Philanthropy of Fred Hutch put it: “Their commitment paved the way for early trust between candidates and our team—and the team’s enthusiasm made the process enjoyable.”

Because when it comes to hiring leadership, settling for “fine” just isn’t good enough.