Recruiting is pursuit. Instead of you being the attractive character, the talent is the attractive character. They're the one that you're after. They're the one that you're there to get curious about. Not the other way around.

The first 3 things, you'll recognize from hearing over and over again. The final 2 are actually the most desired… and are what compels great talent to make a move.

You can’t change a limiting belief for someone. But you can create a space that supports change with and for them.

Behind every objection is some kind of positive intent worth honoring…

This first step seems obvious but is often missed. And results in completely missing the mark in steps 2 and 3…

They need to believe certain things about you as a leader. They need to believe certain things about the company. Lastly, and most importantly, they need to believe in themselves.

Slow is smooth, smooth is fast…

So when a person shows up to a call and they share their initial objections of, "Hey man, I'm happy where I'm at. I’m not looking to make a move. Your assistant was just so talented that I had to take the call." It's up to us to acknowledge- that's not entirely true.

If I can get them to just be open to doubt their absolute belief that this conversation is not worth having, then I can get the conversion.

My focus is on what I need to do in order to show up and continue to stay the course and make sure that happens.

This is why it’s critical to really be engaged and ask great questions. So many times we take language, and we've generalized it to the point of meaninglessness.

We can't just have people who come in, and we're giving away everything in order to get that ‘yes’ just to feel good about it.

Many beliefs that we own, we never actually thought through. They were given to us.

They have to value the conversation you're having over valuing the status quo- and the status quo is very attractive.