“Silence doesn’t sell.”
That’s what we often assume in business. We expect leaders to be loud, charismatic, and fast on their feet. But some of the most remarkable leaders I have encountered in executive search have been the quietest ones; the candidates who don’t rush to impress yet leave an impression that lasts far longer than any bold pitch.
I remember interviews where extroverted candidates dominated space with eloquence and energy. Then, a quieter candidate spoke calmly, briefly, but with an insight so sharp it shifted the entire conversation. True leadership doesn’t always show up in the loudest voice, it can be found in the clarity and weight of a few well-chosen words.
In fact, I once recommended a candidate like this to a client, a professional whose calm, thoughtful style was initially underestimated. Today, that same leader is creating measurable value and has become a source of sustainable competitive advantage for the organization. His impact is a powerful reminder that influence doesn’t always come from presence alone, but from the ability to listen, reflect, and act with precision.
That moment reminded me of something essential: what we often perceive as “quiet” can in fact be a different kind of strength. Introverted leaders bring qualities that organizations urgently need today:
In job interviews, it’s easy to miss this power if we measure only by extroverted standards – expecting candidates to think fast, speak at length, and showcase charisma in every answer.
So how can we avoid overlooking extraordinary talent hidden in quieter personalities? I decided to put together a short checklist, simple things I keep in mind during interviews, that can make all the difference.
A few things I remind myself when interviewing are:
I want to leave you with this food for thought:
The next time you sit across from a candidate, resist the urge to reward only those who shine the brightest in the moment. Pay attention to the ones who listen deeply, think carefully, and speak with purpose. They might be the leaders who will transform your business in the long run.
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María Elena de la Sotta, Executive Director at De la Sotta Consultores (INAC Chile) | Certified Ontological Coach
With over 20 years of experience in executive search, María Elena has led hundreds of senior and mid-level recruitment processes across Chile and internationally. Since 2009, she has served as Executive Director of De la Sotta Consultores, a boutique firm known for its strategic, ethical, and personalized approach to leadership search and executive coaching.
Her expertise is rooted in a strong corporate background. She served as Corporate Recruitment and Executive Management Director at LAN Airlines, overseeing search processes in 26 countries. There, she developed the MBA Week program to recruit talent from top-tier schools such as Harvard, MIT, Kellogg, and Michigan, and spearheaded emerging talent initiatives in leading universities across Brazil, Ecuador, Argentina, Chile, and Peru. Prior to that, she was General Manager at Focus Search and held executive roles in private and corporate banking at Banco BICE for eight years.
As a Certified Ontological Coach (Newfield Network), she complements her search practice with career mentoring and tailored transition programs. She is an active member of INAC Global Executive Search, a worldwide network of leading boutique search firms.
