Grit vs. IQ: Hiring Lessons from Steve Benson, CEO at Badger Maps

When scaling a tech company, few decisions matter more than who you bring onto your team. In a recent Wisdom From Wizards episode, I sat down with Steve Benson, CEO at Badger Maps, to tackle a deceptively simple but powerful question:

Would you rather hire someone with incredible grit or incredible IQ?

Grit in Sales, IQ in Engineering

Steve’s answer wasn’t one-size-fits-all. For him, the right choice depends entirely on the role:

• Sales roles demand grit. Sales is a grind. It’s filled with rejection, doors slammed in your face, and constant pressure to make things happen. According to Steve, success in sales hinges less on raw intelligence and more on the ability to stay resilient, push through setbacks, and keep coming back stronger. Grit isn’t just nice to have in sales — it’s the differentiator.
• Engineering roles demand IQ. On the other hand, solving complex technical problems requires a sharp mind. When hiring engineers, Steve looks for people with the intellectual horsepower to design solutions, think critically, and work through intricate challenges. In these roles, IQ becomes the decisive factor.

Why Grit is Harder to Teach

One of Steve’s most striking insights is that grit functions like a muscle. It develops slowly, over years of experience and effort. Unlike a technical skill that can be learned through training, grit can’t be built overnight. This makes it critical to hire for grit in roles where persistence and resilience are the primary drivers of success.

Takeaway for CEOs of Tech Scaleups

As you scale, the roles on your team will vary widely. The key is to recognize which roles demand endurance and which demand intellectual problem-solving — and then hire accordingly. A one-dimensional hiring strategy risks putting the wrong person in the wrong seat.

The real lesson: Grit and IQ both matter, but in different contexts. The art of leadership is knowing which lever to pull for each role.

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