Unicorns Exist: The Question Is How You Define Them

Unicorns: It All Comes Down To How They Are Defined

When a prospective client tells me they might be looking for a unicorn (and they occasionally do), my mind doesn’t go to mythical creatures and inevitably doomed engagements.

Instead, I ask questions like:

• Is the position reasonable and marketable?

• Is the employer willing to make modifications to the position so that it is marketable?

• Based on my labour market knowledge, do I believe such talent exists?

• If they do exist, what would motivate them to make a move?

• Is the compensation package aligned with the level of experience and duties expected?

• Is the employer open to considering identifying “must-haves” versus “nice-to-haves”?

• Are the open to applicants who check off some but not all the “boxes?"

The Power of Conversation

Frequently an employer might think they are looking for a “unicorn,” but what they are often asking is, “Are my expectations reasonable?” Conversations matter.

Sometimes the answer is yes — the talent exists, but it’s rare, in heavy demand, and requires a compelling compensation package. It likely also involves some deep digging by the recruiter to find the right candidate(s).

Other times, the answer is that the role needs refinement. A job description built around a narrow wish list will correspondingly narrow what is already a competitive labour market. That’s not necessarily a talent shortage; that’s a positioning issue. That said, reminding employers that talent pools are not bottomless might be required in some cases.

So, my role isn’t to take on any order and hope for magic to happen. Because—newsflash—magic, like unicorns, does not exist. Instead, it’s to have a nuanced conversation that can help bring clarity to client expectations and set up candidates for success. 

That conversation typically includes subjects like:

• Sharing labour market insight while considering the employer’s expectations

• Feeling free, when required, to challenge assumptions and expectations 

• Working with the employer to refine a position and how it is described without sacrificing truth and accuracy

• Offering assistance in defining the difference between what the essential and the optional

  
  

If a client is willing to have that conversation — to collaboratively pressure-test the brief, adjust where necessary, and align expectations with reality — I’ll take on the engagement and go in search of the so-called unicorn with optimism, intent, and, most importantly, a strategy.

Sometimes, with the right calibration, the employer discovers they never needed a unicorn. What they did need was a well-defined job opportunity and a thoughtful search strategy with a resourceful recruiter.

Avoid Wild Goose Chases

Either way, I’m not in the business of chasing myths. I’m in the business of building clarity, alignment, and successful hires. Wild-goose chases are not a business strategy and only ever result in a disappointed client and employees who have been set up to underwhelm.

I’ll add one note of caution for recruiters. Chasing mythical “creatures” damages credibility with candidates. Play the long game.

© 2026, Portico Inc.