On a recent episode of Parent. Boss. Leader., Sunita Shah of Shield AI told me that indecision can be very costly. She also said she would much rather hire slowly than compromise on finding someone with the non-negotiable skills she values most.
Can both be true?
Yes! While they may sound contradictory, they were answers to different questions—and together, they reveal exactly how Sunita builds exceptional teams and delivers exceptional results.
Non-Negotiable Skills
For Sunita, strong technical skills are important—as you’d expect in a highly technical environment—but just as essential are several key soft skills.
She explained:
“Strong communication skills are a must, as well as empathy. I want people who are intellectually curious.”
She also values engineers who can explain complex systems and ideas in simple terms.
“It’s important that they listen actively and adjust their communication style depending on the audience.”
Beyond communication, she looks for people who care about outcomes, not just task completion—those who take initiative to solve problems and make informed decisions.
I love this. These nuanced skills are gaining more recognition, and rightly so. Whether you’re an employer or a colleague, people who bring empathy, open communication, self-awareness, and a problem-solving mindset to the job are exactly who we want to hire—and work with. Being in staffing only deepens my appreciation for that.
Not Just Cultural Fit, But Cultural Inclusion
Sunita shared:
“Every hire brings new things to the team. Each individual’s unique self and viewpoint are welcome, because that diversity of experience and thinking helps drive innovation and better problem-solving. I don’t just want cultural fit—I want cultural inclusion. I want everyone to feel they can bring their whole self, authentically, to the table.”
I couldn’t agree more. Differing perspectives enrich nearly every part of business—from product development to customer experience to team morale. Cultural alignment should never mean sameness. It should reflect shared values like respect, collaboration, and integrity—not rigid agreement with the loudest voice or fastest method.
Sunita made this point with clarity and conviction—and I’m so glad she did.
At ATR, we love working with clients who value this. Looking for cookie-cutter employees who check a narrow set of boxes often delays hiring and filters out great candidates simply because their backgrounds don’t match a rigid profile. But great teams aren’t built on sameness—they thrive on difference, aligned through purpose.
So, How Do You Hire People Like This?
Sunita nailed it when she said the key is alignment—real alignment—between companies and the staffing firms they partner with.
She emphasized:
“They should have a robust and demonstrable commitment to diversity and purpose-driven work. Aligning with our company’s values and mission doesn’t just mean understanding us—it means sharing a similar commitment and passion for intentional inclusivity.”
Amen to that.
Want to hear more? Sunita also shared how becoming a parent has made her a better leader—and her perspective on flexibility as a strategic enabler, not just a perk. She reflects on early leadership lessons, too, including one insight from a former manager that still guides her today.
But wait, there’s even more! On the podcast, Sunita and I briefly discuss a lunch group for women leaders in engineering and tech that we hoped to start in the San Diego area. I’m pleased to say that it’s becoming a reality. (Connect with either of us on LinkedIn to learn more.)
I always encourage you to listen to the full podcast—and I’ll say it again: Enjoy this one. It’s packed with insight, honesty, and inspiration.