Don’t hire that candidate you are not 100% sure about
Never hire someone out of desperation.
When Clear Books started gaining traction in 2010 I was desperate to hire a third developer. I was too desperate.
Our candidates take a 45 minute exam and this particular candidate scored a woeful 25%. However, they also had an industry recognised programming qualification. I overlooked the failed exam and offered a job. Mistake.
I ended the candidate’s probationary period early because the quality of work reflected the failed exam score.
If you have hiring standards then stick to them and don’t flinch. Other hiring opportunities will eventually present themselves.
If you don’t have hiring standards then create them. At the very least introduce a psychometric test to benchmark candidates.
Taking a punt on a hire will waste more time and money than waiting for the right candidate. Wait for the right candidate if you are not 100% sure.