Most hiring decisions start the same way.

A stack of résumés.
A quick scan for familiar companies.
A degree that “checks the box.”
A career path that looks clean and logical.

It feels responsible. Even fair. But that sense of confidence hides a blind spot—and it costs companies more than they realize.

The Shortcut We Don’t Notice We’re Taking

When time is tight, hiring managers look for reassurance:

• “This person worked at a company like ours.”

• “They’ve already done this role.”

• “They won’t need much ramp-up.”

What’s really being optimized is risk reduction in the first 90 days.

The problem is that most roles don’t fail in the first 90 days.
They fail when the environment changes.
And change is no longer the exception—it’s the norm.

A Simple Thought Experiment

Imagine two candidates.

Candidate A followed a straight, well-supported path. Good schools. Recognizable employers. Steady promotions.

Candidate B’s path looks messier. Lateral moves. Self-taught skills. A few unconventional decisions.

On paper, Candidate A feels safer.

But now ask a different question:

Which one has already proven they can move forward without ideal conditions?

That’s the moment most hiring processes never reach.

What “Distance Traveled” Actually Reveals

Distance traveled isn’t about hardship for its own sake.
It’s about evidence of growth mechanics.

It shows up in patterns like:

• Learning before it was required

• Progress without clear guidance

• Skill-building without formal permission

• Recovering from missteps and adjusting course

These aren’t heroic stories. They’re quiet indicators of how someone behaves when there’s no script.

Why This Signal Is Easy to Miss

Distance traveled rarely looks impressive at first glance.

It doesn’t announce itself with titles or brand names.
It often comes wrapped in nonlinear résumés and imperfect narratives.

And because it requires context, it’s easier to ignore.

So we default to what’s legible—and miss what’s predictive.

The Surprise Most Hiring Managers Have

When teams actually hire for distance traveled, something unexpected happens.

Those candidates:

• Ramp faster than expected

• Ask better questions

• Break less when plans change

• Grow beyond the role they were hired into

Not because they’re smarter—but because they’ve already practiced adapting.

How to Start Seeing It

Of course, distance traveled is difficult to see on a traditional résumé. Candidates are rarely asked to reflect on it, and most hiring systems aren’t built to surface it. That’s why structured self-reflection—done before the interview—creates a clearer signal for both candidates and recruiters.

When evaluating someone’s path, move beyond asking whether they’ve done the role before. Ask what they had to learn to get there, where the path wasn’t clearly defined, and what progress they’re most proud of—and why. These questions reveal trajectory, not just experience.

Most hiring mistakes aren’t talent failures—they’re trajectory failures.

The Bottom Line

Most hiring processes reward how close someone started to the finish line.

Distance traveled doesn’t predict who fits the role today.
It predicts who still fits when the role inevitably evolves.