I’m always amused that people think they can just “hire great talent” by instinct and sheer force of will. Sure there is skill to hiring, but a lot of what you

I’m always amused that people think they can just “hire great talent” by instinct and sheer force of will. Sure there is skill to hiring, but a lot of what you can hire is determined by how desirable you are as an employer. If you’re a hot company, hot employees want to talk to you. Sound familiar? IMO focus on a great employee pitch and make yourself known/visible to social circles populated by quality engineers. The match making process doesn’t need to be a coked out box checking session…