On her first day, Samantha was ready. She had left a secure role to join a mid-sized tech firm that promised room to grow and a chance to lead upcoming initiatives. The interview process had gone smoothly. She was told she’d be overseeing product strategy with support from a cross-functional team. But within two weeks, it was clear the role she stepped into didn’t match what she’d been sold. Instead of strategy, she was updating spreadsheets, fielding basic support requests, and trying to get clarity on who she even reported to. Six weeks later, she was gone.
Stories like this are more common than employers think, and they point to a deeper issue that goes beyond hiring. When the scope of a role isn’t clearly aligned across internal teams, even the strongest hires will struggle. Confusion leads to disengagement. Disengagement leads to turnover. The damage affects more than one person. It sets teams back, impacts culture, and chips away at trust.
The Breakdown Often Starts Early
Most problems tied to role misalignment can be traced to the earliest stages of planning. Job descriptions are often drafted without input from the people who will be managing or working alongside the new hire. Internal expectations differ depending on who you ask. Some departments want leadership. Others want support. The result is a vague, catch-all job post that fails to set realistic expectations for anyone involved.
Even if a candidate accepts the offer, the damage is already in motion. From day one, they’re trying to meet a moving target. Instead of focusing on impact, they’re spending energy trying to figure out how to succeed in a role that was never clearly defined.
Onboarding Can't Fix What Isn't Aligned
A structured onboarding process can help new hires feel welcome and supported, but it can’t correct misalignment that existed before they walked in the door. If a manager thinks the new employee is there to solve one problem, while another team expects something entirely different, the result is friction from the start.
When companies fail to align internally before extending an offer, they unintentionally set the new hire up for confusion. That early disconnect makes it harder to build momentum, develop confidence, or gain buy-in from peers. Over time, the ambiguity becomes frustrating. And in a competitive talent market, frustrated employees won’t stick around for long.
The Cost of Losing Strong Hires Early
Every early departure carries a cost. There’s the time spent sourcing, interviewing, and onboarding. There’s also the disruption to the team that invested in training. But more importantly, there’s reputational damage when good candidates leave and word spreads that the opportunity didn’t live up to expectations.
For companies looking to build credibility and retain top performers, clarity is key. Not just in the job post, but in the internal conversations that come before and after the hiring decision. Everyone involved should be aligned on what success looks like in the role and what resources will be in place to support it.
A Smarter Approach to Role Definition
At Mackey Staffing, we’ve seen the difference that alignment makes. When organizations take the time to define roles with input from the right stakeholders, they make better hires and keep them longer. This includes outlining responsibilities clearly, determining which outcomes matter most, and ensuring managers and departments are aligned before a candidate is brought into the conversation.
Misalignment is preventable, but only if leadership treats role clarity as a priority, not an afterthought.
Need help building a smarter hiring process that avoids missteps? Mackey Staffing partners with companies to ensure every hire is positioned for success from the start. Let’s talk.