As a leader I’ve spoken to thousands of job seekers in the span of 11 years . Some were new. Some had years of experience. But the ones who stood out? They never asked just about salary. They asked about something deeper. They asked about vision.
And this is what I’ve learned.
Top talent doesn’t chase titles or perks. They don’t want just a job. They want purpose. They want to feel they’re building something that matters. They want to be a part of a story.
The question is—are you giving them that story?
Let’s talk about why vision matters. And how, as leaders, we need to start showing it.
Why Vision Speaks Louder Than Offers
Let me give you an example.
Last year, we helped a tech firm hire a senior engineer. They were up against a bigger brand. The other company offered more money. But our client got the candidate. Why? Because they spoke about their mission. They talked about how they’re solving real problems. They made the candidate feel seen.
It was never about the paycheck. It was about the bigger picture.
When you have a clear vision, you attract people who care. People who commit. People who stay.
What Today’s Talent Really Wants
We’ve witnessed a shift towards values. People are not just joining companies, but rather they are looking for the culture. They need more than just a salary. Here’s what today’s top professionals look for:
- Clear work purpose
- A promising future they can believe in
- Leadership that inspires and includes
- Growth that’s personal, not just vertical
- Work that aligns with values
Job descriptions no longer excite. Generic promises feel empty. Vision, on the other hand, sparks connection.
Vision Starts at the Top
Your HR can’t sell a vision you haven’t built. It has to start with the founders and the board. We have to know where we’re headed. And why we’re doing what we do. Ask yourself these simple questions:
- Why did I start this company?
- What am I trying to fix in the world?
- Who am I doing this for?
As “Our vision: isn’t a presentation slide, instead it’s a mindset of what we think as an organization.
Competitive Pay is Non-Negotiable
Attracting and retaining top talent requires more than just a good role or a promising company vision—it demands competitive pay. Skilled professionals know their worth, and if your compensation falls below industry standards, they will simply look elsewhere. You cannot expect high performers to commit long-term while being underpaid. To secure the right talent, organizations must be prepared to substantially increase their hiring budgets and align compensation with market realities
The Cost of Not Showing Vision
If you don’t show vision, you’ll keep hiring average. This is the harsh truth.
People may join you for money but they’ll leave for a little more. They won’t stay when it gets hard. They won’t innovate. They won’t lead.Worse, you’ll spend months hiring, firing and rehiring, ultimately sacrificing your resources, energy and operations.
I’ve seen startups with the best tech fail to attract good people. Not because they lacked funds or lacked good minds. But they failed because they didn’t know how to talk about their mission. Or worse, they never had one in the first place.
Meanwhile many small businesses that had clarity for their vision, punched above their weight. Their leaders believed in their ideas and values.
How to Show Your Vision (Practically)
You don’t need a branding agency. You don’t need fancy videos. You just need to be real. Here’s how:
1. Make Your Story Known
Tell your story. Talk about your “why.” Tell candidates what keeps you going. Share your highs and your struggles. That honesty builds trust.
2. Bring Vision into Interviews
Stop asking only about skills. Talk about the future. Share where your company is going. Ask them what excites them about it.
3. Let Your Team Be Ambassadors
Your current team reflects your values. Let candidates meet them. Let them feel the energy. Let them hear what it’s like to work with you.
4. Use Your Website and Socials Wisely
Don’t just post about achievements. Talk about goals. Talk about your impact. Show that you’re building more than just revenue.
5. Lead from the Front
You are the face of your company. Be present in hiring. Show up. Speak up. Let people know what you stand for. , l
Align Vision with Growth
Now here’s the next step. Once you find the right people, help them grow with your vision. Not away from it. Connect their goals with your mission. Don’t box them into roles. Let them expand. Let them explore.
If someone joins you as a designer but wants to build a team someday, support that. If a sales rep wants to create a new product line, listen.
When people feel aligned, they don’t just stay. They thrive.
Vision Is Not Just for Founders
Even if you’re a hiring manager, team lead, or mid-level leader, you need to carry the vision too. You need to make sure that you’re not just pushing tasks instead connecting them.
Ask your team:
- Do you know why we’re doing this?
- Do you feel part of something bigger?
- Are you excited about what comes next?
These questions can shape everything.
Build a Culture of Purpose
Vision works when it becomes culture. And culture happens through actions, not slogans.
Celebrate progress, not just results. Share impact stories. Let your team talk to users. Let them see the real difference their work makes.
One of my clients sends weekly “impact mails” to the entire team. It includes customer wins, product improvements, and shoutouts And it works. People feel connected.
Remote Work Makes Vision Even More Important
Many teams today work across cities or time zones. That makes it harder to feel close.
In this new world, your vision is the glue.
Without it, remote workers feel isolated. They feel like freelancers. With it, they feel like a family—even if they’ve never met in person.
So keep communication open. Keep sharing direction. Keep celebrating shared wins.
What Top Talent Says
I recently asked a few candidates why they picked certain companies. Here’s what they said:
- “I felt like they’re building something long term.”
- “The founder spoke about climate change and it clicked.”
- “I could see myself growing there.”
- “They didn’t just talk about tasks. They talked about meaning.”
Notice a pattern? It was never just about the role. It was always about the vision.
Final Words
Here’s what I believe as a CEO.
You don’t need to be perfect. You don’t need to have all the answers. But you need to care. And you need to show it.
Talent today is smart. They do research. They ask deeper questions. They want to feel a connection before they say yes.
So next time you sit down for an interview, don’t just pitch a role. Share your purpose. Speak your vision. Let them see where you’re going.
Because when people believe in your story, they help write the next chapter.
And that’s how you build not just a team—but a movement.
If this blog resonates with you, I’d love to hear your thoughts. What vision do you lead with? And how are you bringing people into it?
