This study aims to explore the factors perceived as central for individuals who have undergone retraining to be recruited into their new profession. Specifically, it explores the factors that contribute to securing employment in the new profession after retraining. This with a focus on identifying any factors that hold greater significance in the recruitment process. Recruiting based on potential involves looking beyond a candidate's current skills and assessing their ability to grow and exel in a specific role or organization. By evaluating their past experiences and comparing them to the desired qualifications, recruiters aim to identify individuals with capacity for learning and development. Data was collected through 16 semi-structured interviews, and a qualitative methodology was employed. The theoretical framework guiding this research incorporates Pierre Bourdieu's concepts of social and cultural capital, Mark Granovetter and Lin Bian's concepts of social networks, and Lin's concept of homophily whichresults in homosociality and homogeneity. The findings reveal that certain factors play a more prominent role in securing employment after retraining. These factors include the individual's social capital and social network, compatibility and consensus during the interview, charisma and social skills, as well as academic qualifications and previous work experience. Additionally, the study highlights the significant role of the social media platform LinkedIn, both as a means for candidates to expand their social network and also for showcasing their skills. Overall, this study provides valuable insights into the factors influencing the recruitment of retrained individuals, emphasizing the importance of social and cultural capital, social networks, and social compatibility in securing employment opportunities. The implications of these findings are relevant to employers, retraining programs, and policymakers, offering guidance for the development of effective employment strategies for retrained workers.