THE TALENT JOURNAL

Why Women Don't Apply Unless They Check All the Boxes

And Why That Needs To Change In Sales Recruiting

Home / The Talent Journal

Why Women Don't Apply Unless They Check All the Boxes - And Why That Needs to Changes In Sales Recruiting.
‍
In the fast-paced world of tech sales and software sales, talent is everything. Yet there's a quiet, persistent gap that continues to hold many organizations back: the invisible filter women often apply before they even apply.

A commonly cited internal report from Hewlett-Packard once found that women tend to apply for jobs only when they meet 100% of the listed qualifications, while men apply when they meet just 60%. The finding has been echoed across studies and industries. While not absolute,this behavioral trend shows up time and time again—and it matters, especially in sales recruiting where the strongest candidate isn't always the most obvious one.

So why does this happen?

1. Social Conditioning Starts Early
From an early age, girls are often taught to be cautious,perfection-seeking, and rule-following. Meanwhile, boys are encouraged to take risks, try, fail, and try again. These subtle cues add up. By adulthood, many women feel they need to meet every requirement—every bullet point on a job description—before they’re “qualified enough” to apply. It’s not about lack of ambition. It’s about internalized standards.

2. Fear of Wasting Time or Facing Rejection
Sales professionals know rejection is part of the game. But for many women—especially those breaking into a male-dominated space like tech sales—there’s a fear of being judged more harshly or not taken seriously unless they're over-qualified. They don’t want to “waste the hiring manager’s time.” Ironically, this often causes hiring teams to miss out on some of the best talent in the pipeline.

3. Job Descriptions Are Often Overloaded
Many job descriptions are written like wish lists. They mix“must-haves” with “nice-to-haves,” often without distinction. The result? Women may read it literally and self-select out. Meanwhile, men see a growth opportunity.

What This Means for Sales Recruiting

‍If you're hiring for tech sales or sales engineering roles,this has real implications:
‍
‍You're likely missing great candidates—especially women—because of how the role is described.
‍Top-tier female talent may never enter your funnel, simply because they didn’t check every box—on paper.
You're reinforcing a bias you may not even know exists.

How to Fix It: Small Changes, Big Impact
‍
As a sales recruiting consultancy, we work with hiring managers and candidates every day. Here’s how we advise companies to level the playing field:

Reframe Job Descriptions Use inclusive language. Separate “must-have” from “nice-to-have” requirements. Avoid laundry lists. Think outcome-based: what will this person do, solve,or drive?

Focus on Potential, Not Perfection Look beyond resumes. Sales—especially technical sales—is afield where communication, coachability, and grit matter more than checking every tool or certification.

Encourage More Women to Apply Consider adding a simple line like: “Studies show that women and underrepresented groups often don’t apply unless they meet all listed qualifications. If you're interested in this role but not sure if you meet every single requirement, we still encourage you to apply.” It works.

Prioritize Representation on Hiring Panels Women are more likely to apply and accept offers when they see someone like them on the other side of the table. It signals belonging and balance.

Final Thoughts

Talent is everywhere—but opportunity isn't. In a competitive market like tech sales and sales engineering, companies that understand these behavioral dynamics can unlock an untapped pool of exceptional candidates. And for women in the field, a little encouragement—and a reframe of what “qualified” means—can be a game-changer. If you’re building your next sales team and want to attract more diverse, high-performing talent, let’s talk. We specialize in uncovering the talent others overlook—and helping them land where they belong.