If you’ve been scanning resumes or networking lately, you may have noticed a new phrase popping up: “high agency.” It’s the kind of term that catches your eye—modern, energetic, and just vague enough to make you wonder, “Should I be looking for this in my next hire?”
The short answer? Probably yes. But before we all rush to add high agency to every job posting, let’s unpack what it actually means, how it shows up in great employees, and how you can spot it in an interview.
What “High Agency” Really Means
Strip away the buzzword and high agency is simply about taking ownership. These are the people who make things happen not by waiting for perfect conditions, but by finding a way forward even when the situation is messy or unclear.
Think:
- The project manager who finds a workaround when the vendor falls through at the last minute.
- The sales rep who spots a customer problem and solves it before anyone asks.
- The marketing lead who launches a campaign without hand-holding because they already understand the strategy.
In Silicon Valley, it’s become a shorthand for creativity, resilience, and action-oriented thinking. Some even call it the most important trait for building teams that can thrive in unpredictable times.
A New Label for Familiar Traits
Psychologists will tell you and they’re right that “high agency” isn’t some brand-new personality type. It’s a remix of well-researched traits like:
- Grit – sticking with challenges over the long haul.
- Growth mindset – believing skills can be developed with effort.
- Proactivity – anticipating needs before they become problems.
What’s new is the packaging. High agency rolls these qualities into one snappy phrase that resonates with today’s fast-paced business culture. Whether you love the term or think it’s just another corporate buzzword, there’s no denying the value of what it describes.
How to Spot High Agency in Candidates
If you want to hire for high agency, you need to look past a bullet point on a resume and dig into real-world examples. Here’s where to focus:
1. Ownership
High-agency people don’t stop at “that’s not my job.” They jump in where they’re needed and see things through. In the interview ask: “Tell me about a time you solved a problem without being asked. What did you do and what was the result?”
2. Proactive Communication
Action without communication can cause chaos. High-agency employees keep the right people informed as they move things forward. In the interview ask: “When you’re working independently, how do you keep your manager or team in the loop?”
3. Adaptability
The best high-agency employees know when to change course. Initiative is great, but adaptability turns it into sustainable success. In the interview ask: “Describe a time you had to pivot mid-project. What triggered the change and how did you handle it?”
The Watch-Out: High Agency Without Skill
There’s a flip side. Confidence and action without the right knowledge or judgment can lead to costly mistakes. That’s why it’s important to look for high agency paired with competence, humility, and a willingness to learn.
You’re not just hiring someone who acts you’re hiring someone who acts well.
Why It’s Worth Considering
Buzzword or not, high agency captures a quality every employer craves: people who move the business forward without constant direction. In a world where priorities can change overnight, having a team full of problem-solvers who take initiative is a serious competitive edge.
So, next time you’re interviewing, listen for stories that reveal this mindset. Ask about how they’ve navigated uncertainty, taken ownership, and adapted on the fly. If you can build a team of people who consistently demonstrate high agency—along with the skill and judgment to back it up—you’ll have more than just a trendy hiring phrase. You’ll have a workforce that can meet challenges head-on, no matter what comes next.
Nexxt is a leading HR technology company that uses today’s most effective marketing tactics to reach candidates at scale. Learn more about hiring with Nexxt.