Choosing Based on a Perfect CV? Good Luck with That.

26 February 2025

You have the perfect CV in your hands. The candidate seems like a bullseye—a strong technical background, an impressive portfolio, and a flawless LinkedIn profile. This is the golden catch you’ve been chasing for months.

But three months later, you’re left with a problem. The new hire turns out not to be such a perfect match after all. Maybe they weren’t motivated, didn’t fit with the team, or the work–life balance ended up being more challenging than expected. The result? A disappointing exit and a hefty price tag.

Did you know that a bad hire typically costs the equivalent of 6 to 9 months’ salary? For a senior developer earning €90,000 a year (excluding employer contributions), that comes to about €58,500 in lost costs.

And that’s not even counting the hidden damage:
Lost Time: Hours spent on interviews, onboarding, and mentoring that you’ll never get back.
Reduced Productivity: A mis-hire delays projects and puts extra strain on your current team.
Team Frustration: No one wants to work with someone who leaves quickly or just doesn’t have the right attitude.

This is why a sharp selection process is essential. At CodeGuild, we screen for over 20 red flags to ensure you don’t waste time and budget on candidates who ultimately aren’t the right fit.

In this article, we’ll discuss two common red flags that can drastically reduce the risk of a mis-hire.

Red Flag 1: The Job Hopper – Always on the Move, But to Where?

What Is It?
A candidate whose CV is filled with short stints—new challenges every year, sometimes even every six months. Adventurous? Perhaps. But for your team, it’s a risk. It can take up to a year to fully onboard someone. What happens if that person leaves after just eight months?
Why Might It Still Work?
Job hoppers often bring broad experience, can switch gears quickly, and add value in project-based roles. For short, high-impact assignments, they can indeed be an asset.
Note: There is a high-caliber type of software engineer who thrives in startups—but many startups never really take off.
Why Usually Not?
The likelihood of a job hopper staying long-term is slim. Often, their pattern reveals a difficulty in settling down, an endless search for greener pastures, or a tendency to be exposed as not quite the right fit.
Did you know it takes, on average, six months for a new hire to become fully productive? If someone leaves after nine months, you’re left with nothing but wasted time and resources.
How Do You Spot This Red Flag?
The CV tells the story: short stints (less than 2 years) are a red flag. Dig deeper into the motivations behind their career moves.
Key Questions to Ask:
Why did you leave each of your previous employers? Can you explain your career trajectory?
What are you looking for in your next role?
What would make you stay with us?

What to Do:

Does the candidate have a clear and convincing story? Great—perhaps they worked at startups that went bankrupt or made mistakes, but learned from them and took responsibility. However, if their answers are vague, defensive, or if it’s always someone else’s fault, proceed with caution.

Red Flag 2: The Long Commute – The Underestimated Dealbreaker

What Is It?
A candidate who claims that a daily 1 to 1.5-hour commute is no big deal. In practice, this often turns out to be one of the most underestimated reasons employees eventually leave.
Why Is This a Risk?
Unrealistic Optimism: Initially, the commute may not seem like an issue, but after a few months, it can become more exhausting than anticipated.
Higher Turnover Likelihood: Candidates with long commutes are more inclined to accept an offer closer to home.
Lower Engagement: Less time in the office means less connection with the team and a reduced willingness to go the extra mile.
Reduced Flexibility: Spontaneous meetings or team activities become a challenge when you’re constantly on the road.
Did you know that statistics show employees with long commutes are up to 40% more likely to change jobs within two years?
How Do You Spot This Red Flag?
Ask about their current commute and how they feel about it. Be cautious if they casually say, “It’s no problem,” without any concrete explanation. In theory, it often seems much easier than it actually is.
Key Questions to Ask:
How long is your current commute and how do you experience it?
Why wouldn’t you simply find a similar job closer to home?
What does your ideal work week look like if you were to start here?
What would you do if, in six months, a comparable job closer to home became available?
What to Do:
Candidates with a long commute aren’t necessarily a deal-breaker, but probe deeply to ensure they’ve really thought about the consequences. Now that two days in the office has become the norm, there are more possibilities. However, two days a week with a 2-hour commute is far more taxing than two days a week with a 15-minute bike ride. That extra time can eventually take its toll, especially when children are involved. Often, after giving it some thought, candidates themselves conclude that it just isn’t realistic.

Making Smart Choices Starts with Being Discerning

Recognizing red flags doesn’t guarantee success, but it does make your process more efficient and effective. Dig deeper, be critical, and protect your organization against bad hires—because a bad hire costs both money and energy!
These are just two of the over 20 red flags we screen for at CodeGuild. Want to learn more, or would you rather outsource your recruitment so you can focus on your core business? Then schedule a no-obligation consultation with me.
I’m Robert Hawker, founder of CodeGuild. With nearly 20 years of experience in IT recruitment, I help software development managers and CTOs in the Netherlands build stronger teams with the best developers and engineers. With over 850 successful placements since 2014 and an 81% retention rate after 3 years, we know what works. Schedule a no-obligation consultation and discover how we can solve your recruitment challenges.