Hire by internship, not interview. This I agree with. But the model is not robust to many stages of career development. Crown jewel employees are not going to h

Hire by internship, not interview. This I agree with. But the model is not robust to many stages of career development. Crown jewel employees are not going to have the time or the supervisory freedom to do this (unless the rare case of them being uneployed or between jobs). True entry level jobs should be done with interns (paid, IMHO)...which are proper but short term assignments. That leaves what for ths use case here? Junior to mid-level peopel with time on their hands? I'm not sure that is either a real market or a segment that has the most problems. The biggest area of problems seems to be managing the funnel...and that takes throughput. Which means active auditions for multiple(s). Which takes alot of time and energy, and questions the coherence of applying this model to people where turnover is the issue. On the way-out...are these people going to slow down because of this? If not, what is the ROI on all of this additional time? Should you spend more time on a better funnel, better internship, or better "crown jewel" employees who can recruit previous colleagues? Its a tough question, because I like the notion and the approach, but the devil is in the (many) details.