Putting in the effort to find the right people for your company can sometimes lead to a good problem: having more than one strong candidate.
So, how do you make the right call when you're down to two ideal candidates for a job position?
What criteria should you use to make a confident, informed decision that’s best for your company?
Deciding Between Two Ideal Candidates
If they've reached the end of the hiring process and you're still unsure, try these strategies to help you compare your top picks more clearly.
Weigh the Right Factors
At this stage, you're essentially splitting hairs — and that's exactly why you need objective criteria.
Assign a score to the must-have skills, and another to the nice-to-have ones. Measure how each candidate performs based on these standards and see who aligns better with your company’s current needs.
Think Ahead
Are you hiring with a long-term plan in mind? If so, which candidate do you see staying with your company over time?
On the other hand, if this role is more temporary or project-based, consider someone who can jump in right away — and potentially grow into a long-term team member if the timing works out.
Consider Cultural Fit
Who has the potential to add to your culture, not just adapt to it?
Think about which candidate fits your current values and workflows — or even better, who aligns with the future culture you’re building.
Get More Opinions
When you’re deep in the hiring process, a second (or third) opinion can offer clarity.
Ask someone you trust — their insights might be just what you need to make the call. It could be a technical expert if the role requires specific skills, or someone who’s a cultural anchor within your team.
Factor in Compensation
The cost of a new hire matters, especially when budgets are tight.
Sometimes, choosing a less experienced developer with strong product expertise might make more sense than hiring a senior with broader skills but a higher salary.
Think about what’s most practical given your current financial landscape.
Evaluate How They Showed Up in Interviews
Did one of them stand out in terms of enthusiasm or curiosity about your company? Maybe they asked thoughtful questions about your team’s challenges and how you’re tackling them.
Compare that to someone who focused more on perks, salary, and PTO. That contrast can help reveal who's genuinely interested in joining and contributing — versus someone who's just job hunting.
Their Vision For The Future
During your conversations, you probably got a sense of each candidate’s career goals. Whose plans align better with your company’s direction?
Talk to Their References
Feedback from people who’ve worked with the candidate before is invaluable.
It gives you a real-world perspective that goes beyond what’s on the résumé — or what the candidate says about themselves.
Your Part of the Deal When Choosing Between Top Candidates
Yes, you want to make the best decision for your company’s needs. But keep in mind: the hiring process works both ways. The candidates are evaluating you just as much as you’re evaluating them.
Top-tier developers often have more than one offer on the table. That means you have a responsibility to present your company in a way that makes talented professionals want to join your team.
It’s not just about spotting the best fit — it’s about being one, too.
Do The Work Before The Interviews
Start by creating the job description carefully, scrutinizing each detail to ensure you're attracting and interviewing candidates who truly align with what you need right now.
Spend the time to get internal clarity — set specific criteria for evaluating candidates. That way, if you find yourself stuck between great options, you’ll have a solid framework to guide your decision.
Don’t Take Too Long To Decide Between The Hires
Dragging the process out can cost you strong candidates. The best developers aren’t available for long — if you're slow to follow up, someone else will move faster.
Prepare ahead so that once interviews are done, you’re ready to make a timely and informed choice.
Acting with clarity and speed shows respect for the candidate’s time and keeps your hiring momentum strong.
Choose The Right Perks
Salary matters, but it’s not everything. Developers also care about flexibility, growth opportunities, team dynamics, and the tech stack they'll work with.
Offering the right perks can make a big difference when someone’s deciding between two offers. Think about what sets your company apart and make sure those benefits are clearly communicated throughout the hiring process.
How to Decline the Other Great Fit
Sometimes, the hardest part of hiring isn’t choosing who to bring on: it’s telling another excellent candidate they didn’t make the cut.
When you’ve narrowed it down to two strong contenders, the final decision can come down to small details. That doesn’t mean the person you don’t choose isn’t valuable.
And how you handle that moment can say a lot about your company. Here’s how to manage that relationship the right way:
Look For Other Positions Within The Company
Maybe they weren’t the best fit for the specific role they applied for, but you see clear potential in their profile.
If another opportunity is opening soon — or even just on the horizon — ask if they’d be open to exploring it. This shows that you genuinely value their skills and can picture them being part of your team.
Be Honest About The Potential For The Future
Let them know this was a tough decision and that you had to split hairs between two excellent options.
Be transparent, within reason — there’s no need to go into internal details, but a genuine explanation helps build trust.
Reinforce that the door isn’t closed, especially if you truly see future opportunities with them.
Keep In Touch
Don’t let the conversation end with a rejection email.
Connect with them on LinkedIn and keep them in your orbit. A quick check-in or a “thought of you when this role came up” message down the line can go a long way in keeping relationships warm.
Give Constructive Feedback (if appropriate)
If the candidate asks for feedback — and it’s safe and feasible to provide it — take the time to offer a thoughtful response.
Point out what stood out positively, and if there are areas for growth, frame them in a supportive way. That kind of honest communication can set your company apart.
Leave Them With a Good Impression
A rejection doesn’t have to be a negative experience.
When handled with care, it can actually strengthen your employer brand. People talk — and a candidate who felt respected through every step of the process might still refer others or even reapply down the line.
Find Your Ideal Candidate With Strider
We combine expertise and technology to connect your company with top talent across the globe.
Our services help you save time and reduce hiring costs — without compromising on quality.
Whether you're hiring full-time, contract, or project-based, we'll help you find the right match.
Book a free consultation with Strider today!
