We had a wonderful Path to Actualization session on Friday, talking about expectations and gratitude. These are important topics because recruiting isn’t just a job, it’s a relentless series of decisions, conversations, and curveballs. One day, you’re on top of the world with a signed offer and grateful candidate. The next, your “sure thing” falls through, and the client ghosts you. This rollercoaster isn’t for the faint of heart. But the real power in this profession doesn’t come from hustle alone. It comes from clarity and intention. Two forces, clear expectations and authentic gratitude, don’t just make you better at your job. They make you better, period.

Expectations are predictions we place on the future. When those predictions don’t match reality, we feel disappointment. That disappointment? It’s not random. It’s a direct reflection of how far off our assumptions were. You thought a candidate would ace the interview, and they didn’t. You assumed your client’s “must-haves” were flexible, until they weren’t. The emotional friction we experience in recruiting is often a result of unspoken, unrealistic, or unmet expectations.

But here’s the kicker: we often mistake preferences for requirements. “Must have a degree from a top school,” “Must love startup chaos,” “Must be a culture fit,” these are preferences, not true requirements. When we miscategorize them, we shrink our candidate pool, stretch our timelines, and sabotage our own revenue.

Want to make more placements? Lower your standards, intentionally. Get clear on what’s actually required versus what’s just nice to have. This isn’t about lowering quality, it’s about getting real and being strategic.

And in your personal life? The same applies. We disappoint ourselves and each other by failing to voice expectations, assuming people will just “know,” or clinging to magical thinking. Instead, start with this: What do I expect from others? From myself? What expectation