How Do You Play The Game

Strategy without tactics is the slowest route to victory - so be directional.

A great piece of advice I've taken to heart is to gamify certain tasks. This helps me because I'm a naturally competitive person; truth be told, if you're in the job market (applying or hiring), you're competitive by necessity too. If you aren't, then you're missing out on great opportunities.

In today's hyper-competitive job market, the ability to fill a role is not enough if you're seeking to grow. You need sustainable and long term strategy coupled with short term cumulative and compounding results. You aren't growing when you fill in gaps. You grow when you develop a team of competence, drive, and culture - especially if that happens day one.

Now you're seeing the stage set for why Most Placeable Candidates (MPCs) and why they're important, especially when competing within your industry. Don't aim to keep a headcount, aim to meet your organization's long term goals and you'll save time, effort, money, and have a higher rate of production with a team that believes in your company objectives.

How do set your organization in a position to grow? How do you play the game?

A Most Placeable Candidate?

A Most Placeable Candidate is someone who:

• Checks the technical boxes: They have the core skills needed so there are no reskilling detours required - the candidate already enters as an expert within the field.

• Delivers immediate impact: Proven track record of measurable wins in similar environments to provide the growth that your organization is aiming to achieve.

• Fits your culture and growth plan: They’re aligned with your values and can scale into future leadership or cross-functional roles. This allows for longevity and the reality is the average American changes roles every four years.

• Is highly sought-after: A candidate who would command attention if you weren’t already talking about them. A MPC isn't aiming for just work for your organization - they're being sought by similar organizations in the same space. It makes sense to meet with them, even if you aren't hiring - you can be assured that others are.

  
  

You don't have to deal with the generic “applicant pool,” MPCs are pre-screened, pre-vetted and strategically positioned to accelerate your business objectives. Think of them as your draft pick opportunity.

Why Employers Should Care

1. Speed and Precision   Traditional hiring can take 60–90 days from requisition to offer - I wish it didn't but it does on average. MPC recruiting cuts that by half. The skills set is verified. The cultural fit is vetted. Interview with the hiring source is typical and allows a decisive decision while streamlining the onboarding.

2. Reduced Hiring Risk   A wrong hire costs roughly 30% of the annual salary when accounting for hard and soft costs. This is tens of thousands burned through. When you invest in MPCs who’ve been through a robust assessment of skills, achievements and motivations you dramatically lower the risk of a mismatch and turn the hiring process into an investment as it should be.

3. Strategic Growth Levers   Filling a vacancy is reactive; hiring an MPC is proactive. I'm all about proactive. When you can not just solving today’s headcount problem, you’re adding architects of tomorrow’s success. These hires are more likely to innovate, take ownership and foster cross-team collaboration.

4. Employer Brand Elevation   When top-tier talent hears your company is using a forward-thinking MPC model, it signals that you invest deeply in people and their career journeys. That reputation magnetizes more high-caliber candidates into your network. You build your reputation among clients of course - but remember to build your brand among your team as well.

   
   

From Vacancy Filling to Growth Investing

Imagine two scenarios:

• Scenario A: A key marketing manager role opens. You broadcast the vacancy on job boards, wait for 50 applications, about 15-20 of them don't qualify, and then you get to set them up for the 3-5 interview process and pick the best of the applicants to keep the team running.

• Scenario B: You identify three MPCs with proven marketing ROI within your field - someone who grew engagement 150% year-over-year at a competitor, another who launched award-winning campaigns in adjacent industries, and a third who bridges digital and traditional media and has a solidified and ongoing network for untapped clientele. You pitch each MPC directly to your hiring leader, highlight their strategic potential, and hire the top fit in under three weeks.

  
  

I won't even call Scenario B a recruitment solution - it would be better described as a purchase in equity in your company’s future. You’re injecting high-octane individuals that pays dividends in metrics that far outweigh the initial salary.

Play a MPC Card

1. Define Strategic Outcomes   Clarify the role's impact on revenue before you even draft a requisition. Know the product or service roadmap, market expansion, etc to identify what success would look like within 6-12 months. Reverse engineer success by identification and clear objectives.

2. Source & Vet Selectively   Ensure MPCs are sourced and vetted selectively. MPCs are typically not on Indeed and Ziprecruiter, while many talented and skilled candidates are on those sites, MPCs are typically sought after. You want to ensure that you're screening for someone with technical expertise and meets everything you need on paper, and also has leadership within their background.

3. Engage Early   MPCs are individuals you want on your team. Play the game like you want to win. If you want to play you need players; and if you want to win, you need awesome players with the numbers behind them. When an MPC comes to your doorstep however, it's because they can make a real contribution immediately and reliably. Share your vision, and engage immediately - that's the differentiator many times.

4. Speed Up Your Pipeline  Reduce reduce email back-and-forth. Limit interviews to two rounds tops and even that I would encourage you make it one: a strategic fit conversation first, followed by a role-specific deep dive will let you know if you have the right person for the job.

5. Measure & Iterate   Track metrics like time-to-offer, early performance indicators, and long-term retention. Use these insights to refine your MPC criteria and you'll see the differences.

   
   

Change Is Only Made Through Change

Transitioning from reactive vacancy filling to proactive MPC recruiting is how modern organizations develop momentum when it comes to sustainable growth. By focusing on the Most Placeable Candidates, individuals who match both your immediate demands and your strategic ambitions, you shorten hiring cycles, minimize risk and build a people-first brand that attracts the best within your team and also among your clients and competitors. Why wouldn't you want to play to win?