Hire insurgents: embracing disruption for true innovation

Last year, I had the privilege of spending some time with Danny Gilbert, the founder of leading Australian law firm, Gilbert + Tobin .? When I asked Danny what he felt was the key ingredient to his success in building Gilbert + Tobin to become one of Australia's leading law firms he said that he actively sought to hire insurgents.

In today’s corporate world, the phrase “hire for cultural fit” is practically a mantra.? But is it possible that this approach has led us into a trap of homogeneity?? Are we building teams of agreeable collaborators while stifling the very disruption that fuels progress?

What if, instead of prioritising harmony, we, like Danny, sought out insurgents—those unconventional thinkers who challenge the status quo and push us to rethink the rules?

Who are the insurgents?

Insurgents are the people who see the world differently.? They’re the ones questioning, “Why are we doing it this way?” while others are focused on executing the plan.? Insurgents are creative disruptors, uncomfortable with complacency, and often unafraid to ruffle feathers in pursuit of a better way.

These individuals may not always fit neatly into an existing corporate mould.? Their resumes might reflect non-linear career paths, bold pivots, or unconventional achievements.? But therein lies their strength: they bring fresh perspectives, unencumbered by traditional ways of thinking.

Why your team needs them

1. Challenge complacency: insurgents prevent stagnation by consistently challenging the “we’ve always done it this way” mindset
2. Catalyse innovation: they generate breakthrough ideas by seeing opportunities where others see obstacles
3. Foster resilience: insurgents teach teams to thrive amid uncertainty.? Their out-of-the-box thinking can help organisations adapt in real time
4. Inspire growth: working with someone who challenges assumptions encourages the entire team to elevate their game.

How to identify an insurgent

Hiring insurgents requires a shift in mindset. Instead of searching for candidates who “fit” your company culture, look for those who could expand it.? Here’s how:

• Ask about failures: insurgents often have a history of taking risks that didn’t pan out.? These experiences can be a goldmine of learning
• Probe for curiosity: look for evidence of continuous learning and a willingness to question the norm
• Embrace diversity: seek out individuals with unconventional backgrounds or experiences that deviate from the traditional mould.

Integrating insurgents into your organisation

Once hired, insurgents need a supportive environment to thrive.? Here are some strategies to integrate them successfully:

1. Foster psychological safety: ensure that challenging ideas are welcomed, not dismissed
2. Empower autonomy: give them the freedom to explore and innovate without micromanagement
3. Promote constructive conflict: encourage healthy debate and view dissent as an opportunity to refine ideas
4. Balance the team: pair insurgents with collaborators who can translate big ideas into actionable strategies.

The risk of staying safe

Hiring only those who fit the mould may feel safe, but in a rapidly changing world, it’s a dangerous game.? Innovation comes from discomfort, from challenge, from tension.? By hiring insurgents, you’re not just filling a position; you’re inviting transformation.

So, the next time you’re reviewing resumes or sitting across from a candidate, ask yourself: Is this person going to keep things running smoothly, or are they going to challenge us to be better?? And if it’s the latter, take the leap.

Hire the insurgents.? They’ll drive your company toward the future you’ve been too comfortable to imagine.