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I've learned to be skeptical of my own hunches, as I've made assumptions about people that were unfounded. Having said that, if someone has a legitimate problem communicating that's a problem. Yet I'm somewhat skeptical in this case, as you indicate the person has experience and years in the role. It would seem she had to communicate effectively to have gained that experience, so perhaps you've just got a bad read on the situation.
if she has proven experience where she has delivered any tasks what requires being a strong communicator….. i would ignore the hunch.. sometimes a candidate may be nervous during a interview process
Being able to communicate effectively is at the root of basically every role out there. I can appreciate being an introvert, but you still have to be able to get across what you know.
If I’m really stuck and time is tight, I try to give the candidate one last shot with a practical task, team call, or scenario exercise to see if the vibe changes. But in most cases, I lean toward trusting my gut, because a hire who seems off, even if just in communication style, can end up being a headache later. Rushing to fill the spot never feels great, but bringing in someone who isn’t a strong fit can cost the whole team more in the long run.
If the feeling was based on something imperceptible, I'd consider ignoring my instincts. But as you've highlighted a specific issue that's got potential to cause serious problems, I'd listen to it. Good communication is vital. Those skills and YOE won't mean much of anything without it.