In theory, the ideal candidate has both. In practice, you are often deciding between someone who knows the job and someone who wants to learn it. Experience brings speed and less supervision. Attitude brings adaptability and long term potential. The tradeoff is real, and it shapes more than just output.
Experienced hires can contribute from day one. They solve problems quickly and need less explanation. But routines from previous roles can get in the way. In settings where change is constant, this can become friction.
A good attitude does not replace skills, but it can be more useful over time. A person who listens, adapts, and wants to improve will often grow into the role and support others along the way. That kind of presence strengthens the team beyond the task itself.
The right choice depends on your current situation. If output is urgent, experience may be necessary. If long term fit and development matter more, attitude often carries further.
Whatever the decision, the outcome improves when the process is honest. Define what the role really needs. Match it with what the business can support. And remember that in a small company, one person changes the whole balance. When you get it right, the return is not just in performance. It is in trust, stability, and fewer hiring decisions to fix later.
